Human Resource Management Report: Virgin Media HRM Analysis Report

This report provides a comprehensive analysis of Human Resource Management (HRM) principles and practices, using Virgin Media as a case study. It begins by differentiating between personnel management and HRM, highlighting the key differences and illustrating these with examples from Virgin Media and Wild & Wood coffee shop. The report then explores how HRM functions, such as HR planning, recruitment, performance management, and training, contribute to organizational goals. It evaluates the roles and responsibilities of line managers within Virgin Media, emphasizing their impact on HRM functions. The report further examines the influence of legal and regulatory frameworks on HRM practices, including the Equality Act, Health and Safety Act, and National Minimum Wage Act. Additionally, the report analyzes the reasons for HR planning, outlining the stages involved and comparing recruitment and selection processes between organizations. It also assesses motivational theories, reward systems, job evaluation, and employee performance monitoring at Virgin Media. Finally, the report concludes with a discussion on employment termination procedures and the impact of legal frameworks on such arrangements, using a case study of Faisal and The Chicken Master.

Human Resource
Management
1

TABLE OF CONTENTS
Introduction................................................................................................................................3
Task 1.........................................................................................................................................4
1.1 Differentiate between personnel management and human resource management
giving examples in two suitable organisations.......................................................................4
1.2 Assess how human resource management functions help your chosen organisation in
achieving its purpose..............................................................................................................6
1.3 Evaluate the role and responsibilities of line managers in your organisation or
familiar organisation and how it supports human resource management functions..............7
1.4 Analyse how legal and regulatory framework impact on human resource
management...........................................................................................................................9
Task 2.......................................................................................................................................10
2.1 analyse the reason for human resource planning...........................................................10
2.2 outline the stages involved in planning human resource requirements..........................11
2.3 compare the current recruitment and selection process in the organisation with another
organisation you recommending..........................................................................................13
2.4 evaluate the effectiveness of the organisation recruitment and selection techniques with
another organisation.............................................................................................................15
Task 3.......................................................................................................................................16
3.1 Assess the link between motivational theory and reward at Virgin Media or your
chosen organisation. Your answer must show if you think there is a link, what connects the
two........................................................................................................................................16
3.2 Evaluate the process of job evaluation and other factors determining pay at Virgin
Media or your chosen organisation......................................................................................18
2

3.3 Assess in different contexts (for e.g. attracting talent, retention, and motivation) how
effective is the reward systems at Virgin Media or your chosen organisation....................20
3.4 Examine the methods Virgin Media or your chosen organisation use to monitor
employee performance.........................................................................................................21
Task 4.......................................................................................................................................22
4.1 Identify the reasons for termination of Faisal’s employment contract with The Chicken
Master and generally explain other reasons for cessation of employment..........................22
4.2 Describe the employment exit procedures used by The Chicken Master and another
organisation of your choice..................................................................................................24
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangements with an organisation such as The Chicken Master if Faisal’s claim was
proven to be true...................................................................................................................25
Conclusion................................................................................................................................26
Reference..................................................................................................................................27
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All task are good except task 2 due to scenario not seen in the example
-2.1 not achieved
2.2 not achieved
2.3 not achieved
2.4 not achieved
Example from the chosen organization at each of these, please.
4

Introduction
Human resource management term has been coined from the traditional perspectives of the
employee management or labour management. The human resource management and
different concepts which are connected with the human resource management have been
discussed within this report. The differences within the human resource management are
analysed. The role and responsibilities of the line manager and the regulatory framework
which influence the human resources are discussed. Different human resource functions and
HR planning stages along with the reason of conducting HR planning are illustrated by taking
examples of organisations. Different selection and recruitment processes of two organisations
and their effectiveness are analysed within this document. The processes of job evaluation,
reward system, motivational impacts of HRM, employee performance monitoring are
assessed and evaluated in terms of HRM practices. Taking the case study of Faisal, the exit
procedures and the regulations related to them are analysed.
5

Task 1
1.1 Differentiate between personnel management and human resource
management giving examples in two suitable organisations.
Personnel management and human resource management are the based on similar objectives.
Both the management systems have the main aim to manage the human resource of the
organisation. Though they are similar in considering the purpose the approaches and
measures are different. Human resource management system had been developed from the
personnel management system which is the traditional form of HRM.
(managementstudyguide.com., 2016) These key differences are:
Characteristics Personnel management
system
Human resource
management system
Approach It follows traditional approaches in
managing the people
It applies modern methods in
managing the human resources.
Focus It focuses on the employee welfare,
administration of the personnel and
labour relation
(Torrington, 2014).
The focus of HRM is on
development of the human
resources, and maintaining them
and also on the acquisition.
Concept of employees in
the system
Assumes the individuals as the
input for achieving the desired
result.
It considers the people as the
valuable resource for reaching the
desired outcome.
Job design It is based on labour division It is based on group work or team
performances
Training and
development
It provides less opportunities in
training and development
It considers training and
development for increasing the
capabilities of the human
resources.
Decision making Decisions are made by the top
management system by following
the rules and regulations
The decisions are made through
collective measures by considering
the employee participation
decentralization, authority etc
Communications Indirect communication Direct communication
6

(managementstudyguide.com,
2016)
In Virgin Media has been practicing the human resource management system for managing
the wide range of human resource. The organisation has been focusing on the team working
for achieving the goals of the organisation. Through proper training and motivational
approaches the management is engaging the employees within the organisation. The
management is also offering different career opportunities for the new talents. Through
proper communicational methods the organisation has been maintaining direct
communication within the employees. Rewards and bonus are also provided to the employee
in order to place proper motivational approaches.
Wild & Wood coffee shop which has been situated in the central London is practicing
personnel management system in the organisational environment. The approaches within the
management have been considered as traditional. By focusing on the labour division the basic
pay has been regarded by the management of coffee shop (Torrington, 2014).
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1.2 Assess how human resource management functions help your chosen
organisation in achieving its purpose.
Different approaches and functions are associated with the human resource management
system. Within the management of the employees human resource management system
focuses on the motivational aspects and training. These functions are:
Plan of human resources: the function of human resource management is the HR planning.
Through the planning of the current human resources, the organisation like Virgin Media will
have the ability to conduct a forecast of the human resource by considering the current and
future demand and supply within the market (Price, 2011) Through the HR planning the
management of Virgin media will have the acknowledgment on the ability of the current
human resource and the desired ability for approaching the future demands.
Recruitment and selection: recruitment and selection are also regarded as the functions within
the HRM. Through the recruitment and selection processes Virgin Media will include current
talents within the workforce. Through this function the organisation can improve the ability
of the current human resources and also increase the productivity. These processes are also
helpful in adapting the future trends. The qualified talents and skills are included through
these functions (Price, 2011).
Performance management: through monitoring the current performances the organisation
tends to supervise the performances of the employees. This function is also helpful in
tracking the progress of the current workforce. Through the appraisal system and
performance assessment done by the line managers the performances are monitored in the
Virgin Media.
Motivation and reward system: through implementation of the motivation theories the
management of Virgin Media motivate the employees towards the better productivity and
increase their capabilities. Incentives, bonus, increase in the wages are applied in the rewards
system. These motivate the employees to improve their productivity (Price, 2011).
Training and development: through the training and development processes Virgin Media
tends to improve the employee performances. They provide proper induction training to the
new talents and apprentices. Through these training and development programmes the
organisation explains their services and operations and shapes the individuals as per the
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organisational need (careers.virginmedia.com., 2016).
1.3 Evaluate the role and responsibilities of line managers in your
organisation or familiar organisation and how it supports human
resource management functions.
Within the human resource management system line managers have significant roles and
responsibilities. They line managers have the responsibilities in planning the objectives and
setting priorities within the work management and also they have to communicate these to the
teams and the subordinates. (docs.csg.ed.ac.uk., 2016). Within virgin media the line
managers are also referred as the operation managers who have certain specific roles and
responsibilities. As the working environment is challenging in Virgin Media the line
managers also have the roles which are based on excellence.
Different roles and responsibilities of line managers:
Employee engagement: the line mangers have to supervise the work and performances of the
employees. Through placing organisational culture within the working environment the line
managers engage the employees. By focusing on the strengths and encouraging by providing
career opportunities the line managers of Virgin Media encourage positive workforce among
employees. (docs.csg.ed.ac.uk., 2016).
Recruitment and selection: the line managers of Virgin media are directly involved within the
recruitment and selection processes of HRM functions. The line managers or operation
manager is also involved within the induction and ongoing skill development for ensuring the
organisation has been attracting the best talent in the working environment (reed.co.uk.,
2016).
Daily operations: the line managers of Virgin Media have the responsibilities in the daily
operation management of a team which is handling the client issues and queries. They also
have to supervise the multiple teams. They also have to arrange meetings within the higher
authority and team managers or leaders in order to ensure all metrics and consistently being
achieved. Through the meetings the line managers also ensure proper measures are being
taken or will be taken in overcoming any shortfalls (reed.co.uk. ,2016).
Performance appraisals: the line managers have to implement the performance appraisal by
assessing the employee behaviours and performances of individuals. On considering the
performance appraisal the one to one meeting is conducted within the line managers and the
9

individuals for providing proper feedbacks. In Virgin Media line managers hold the one to
one meetings with direct reports against KPIs (reed.co.uk., 2016).
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1.4 Analyse how legal and regulatory framework impact on human
resource management.
There are different legal and regulatory frameworks which are related to the practices of the
HRM functions and practices. The legal and regulatory functions provide proper guidelines to
the HRM practices. These legal and regulatory frameworks and their impacts are:
Equality act: this act impacts over all the practices and the functions of the human resource
management system. This act enforces the organisation to place fair treatment within the
human resource management practices. By following this law the management of Virgin
Media enforces fair treatment within the workforce and provides proper opportunities to the
diverse human resources. (Davis, 2014) While treating the individuals the management do
not concern over the race, religion, gender, age etc.
Health and safety act: this act focuses on the working environment and its components within
the organisation. The Virgin Media has to follow this law to place suitable policies of safety
within the working environment. In order implement new technologies the organisation has
to train the employees on the safety rules over the usages of those machineries. Through
following this rule and placing safety policies within the management Virgin Media will be
able to reduce injuries and accidents in the working environment. (Davis, 2014)
Discrimination act: this act prevents the discrimination from the working environment and
from working practices. The employees can take legal measures on account of any
discrimination being made on them in terms of age, religion, disabilities, race, gender, etc.
(Davis, 2014) The human resource functions like recruitment and selection, providing
training and development, rewarding the employees, providing career opportunities are being
done within Virgin Media through following this law.
National minimum wage act: within this act minimum wages which should be provided by
the organisations are defined. For employee age of 21 and above, £7.20 per hour and for
staffs of 18-20 age £5.30 per hour must be provided by following this law. (Davis, 2014)
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Task 2
2.1 analyse the reason for human resource planning
HR planning is the process which has been used by the management of the organisation to
identify the current and future human resource needs within organisational operations for
achieving the goals. Through the human resource planning the organisation’s current abilities
to perform within the competitive market and the required skills needed within the human
resources. (Belcourt and McBey, 2012). The management of Virgin Media through the
human resource planning can achieve the goals by linking the human resources with the
overall strategic planning of the organisation. Through the human resource planning the
organisation is able to make forecast on the desired profile of human resources and related
skills in order to adapt changes.
By taking in account the demand and supply the human resource planning tends to evaluate
the trends and the demands of the global market and their impacts over the strategic planning
of organisation. HR planning also evaluates the gap within the current human resources and
the needed human resources through forecasting the changes in the global market. This is the
process within which Virgin Media attempts to estimate the demand over the labour. Through
the HR planning the management also evaluates the size, nature and sources of the supply for
meeting the demands. (Belcourt and McBey, 2012).
Virgin Media with the Human resource planning can implement the strategic business
planning within the working environment. The objectives along with the vision and mission
statement of the strategic planning are implemented through clarification within the human
resources for leading the current human resources towards the achievement of the
organisational goals. By linking the human resource planning with the strategic planning the
management can ensure proper implementations of the strategies within the human resources
of the organisation. (Belcourt and McBey, 2012). The objectives and the goals of the core
strategies of Virgin Media have been enforced within the human resources through the
human resource planning.
The management of Virgin Media places proper motivational aspects for the human resources
in order to direct the human resources towards increased productivity. Through the
motivational aspects the organisations like Virgin Media can achieve the competitive
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advantages. (Belcourt and McBey, 2012).
Reason of human resource planning:
Human resource planning is effective and essential for each and every organisation. With the
help of effective human resource planning, organisation hires skilled workers for better
productivity. Effective human resource planning is required for maintaining proper work and
to ensure new developments in an organisation. Human resource planning ensures
increased working capacity and high objective accomplishment. Effective human resource
planning is important for generating higher revenues in the firm.
2.2 outline the stages involved in planning human resource requirements
Within the stages of the human resource planning there are different steps and processes.
These stages of the human resource planning are followed by the organisations in order place
better talent within the organisation. (Bohlander and Snell, 2010)These stages are:
Analysis of organisational objectives: In order analyse the organisational goals and
objectives the management has to evaluate the core objectives of the organisation regarding
the business. Through linking the strategic planning of the business operations to the human
resource planning stages the management can be able to incorporate the core objectives
within the human resources. (Bohlander and Snell, 2010) Virgin Media has the vision of
delivering proficient digital services to the clients. Through human resource planning the
management can link the strategies of the goals within the workforce with efficient manner.
With this planning the desired skills and capabilities needed for the achievements are
decided.
Assessment of current HR capacity: In this stage, the current HR capacity is analysed by
considering the performance supervision. Through this stage Virgin Media can have the idea
on the skills and abilities which the employees are holding. Within this stage the positions
and the current degrees or certification which are held by the current employees, the vacancy
of within the organisation, related skills, retirement profile, etc. all are assessed. (Carbery,
2013). This is referred as the internal human resource analysis. Through the internal analysis
the Virgin Media can have the idea over the current abilities.
Forecasting HR requirements: At this stage, company focuses on their future need of
manpower. The forecasting is done on considering the future trends and projecting the HR
needs to adapt those trends and changes. By focusing on the organisational future goals the
13

trends within the market can be analysed. The external challenges within the market are also
needed to be analysed.
Gap analysis: On having the idea about the current capabilities and needed capabilities for
achieving the future goals and trends the gap analysis is performed by the management. In
this stage Virgin Media has to observe the current position of the organisation and the place
where the organisation wants to place it. By conducting the employee counts and the skill
audit and by comparing it with the achievement scale the gap in the human resource skills are
identified. (Carbery, 2013).
Action plan development: In this stage, the human resource action plan is conducted by
arranging recruitment and selection processes. Through the recruitment and selection the
organisation can be able to attract improved skills within the organisation and have better
productivity.
Evaluation: This is the last stage of overall procedure where company monitors the
performance of employees after implementing action plan. (Bohlander and Snell, 2010).
14

2.3 compare the current recruitment and selection process in the
organisation with another organisation you recommending
Recruitment and selection processes are the necessary parts within the human resource
management system. Through these procedures of employment the organisation can include
required skills and knowledge within the human resources. These processes are necessary for
enhancing the productivity. Though the recruitment and selection processes are similar in
every organisation there are certain differences within them.
Different recruitment and selection processes of different organisations:
The employment processes of Virgin Media:
There are different stages within the recruitment and selection processes of Virgin Media:
 Analysis of vacancy: by analysing the vacancy within the organisation the
management of Virgin Media can have better understanding over the current
capabilities and the required skills which should be included within the work force.
(virginmedia.com., 2016)
 Applications: after assessing the current vacant positions Virgin Media develops the
job description and advertise through different media. The candidates have to fill up
the applications through online measures. For recruiting within the direct and retail
sales the organisation places online observation test and for telesales they conduct
online situational judgement test. (virginmedia.com., 2016)
 Screening: the CVs are reviewed by the HR manager for screening. In retail sales and
general recruitment HR manager performs phone screening. Through the phone the
details of the candidates are measured.
 Short listing: the successful candidates are shortlisted (virginmedia.com., 2016)
 Online questionnaire: online personality questionnaires are placed within the
recruitment processes for having the proper evaluation of the personality traits of the
candidates before conducting the interview.
 Interview: interview is arranged for the successful candidates. Through the interview
the candidates’ perception over the organisational culture are observed. In retail sales
face to face interview is conducted whereas for field operations and apprenticeships
phone interview is scheduled. (virginmedia.com., 2016)
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 Final interview: through final interview the candidates are offered the job by the
managers.
The recruitment and selection processes of McDonalds:
 Job analysis: In this stage, job is analysis properly so that candidates can have
detailed information about the required position.
 Job description: the job descriptions over the vacant positions are developed. Within
the job description the details of the positions are mentioned. Through different media
the job descriptions are published (wethriveindia.wordpress.com., 2014).
 Job specification: In this stage company will check all employees’ job related
specification so that they can be matched with the require designation .
 Application: through the official website of the McDonalds. Within this stage the
candidates have to fill certain questionnaires which are developed on their
competency level. Here the candidates also have to provide personality test.
 On job evaluation: the selected candidates are invited for the skill test. A real time
scenario will be provided to them within the test (wethriveindia.wordpress.com.,
2014).
 Interview: on succeeding the skill test the candidates are asked for the interview.
Here with the face to face interview the candidates are analysed upon their
background, ability to handle work pressure etc.
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2.4 evaluate the effectiveness of the organisation recruitment and selection
techniques with another organisation.
The employment stages of McDonalds and Virgin Media have certain similarities within
them, such as both of them are performing the personality test. Through the personality test
the organisations are obtaining the acknowledgement over the personality traits of the
candidates. This is helpful for the HR manager to evaluate the candidates and their CV is
efficiency (virginmedia.com., 2016).
Within the recruitment and selection processes of Virgin Media the management is arranging
the over phone interview before conducting the face to face interview. This is helpful in
reducing the time and cost of actual interview, as after having the interview over phone the
manager only invites those candidates who are able to pass the phone interview.
(virginmedia.com., 2016) Through the phone interview the management will get the proper
valuation of the candidates. This is also helpful in screening the details placed in the CVs. In
McDonalds’ processes the management does not conduct any over phone interview. As a
result, the HR managers have to arrange a face to face interview.
Though the different screening methods of Virgin Media are helpful in assessing the proper
skills by comparing with the specific job details the recruitment and selection processes of
McDonalds also pose certain effectiveness. The skill tests of the McDonalds are more
adequate than Virgin Media. Through the skill tests of McDonalds the ability of the
candidates in real measures can be evaluated (wethriveindia.wordpress.com., 2014).
As per the help of internal methods company increase there moral in employees and
motivates for good performance. But in other hand company cant meet fresh talent and new
technologies.
In case of external source company get hire new talented skilled employees and create
new innovation in company. But external recruitment procedure some time increase
discourage in existing employees.
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Task 3
3.1 Assess the link between motivational theory and reward at Virgin
Media or your chosen organisation. Your answer must show if you think
there is a link, what connects the two.
Through the motivational aspects the organisations try to enhance the productivity and lead
the employees or current human resources towards the achievements. The organisational
management has been placing their focus on the motivational theories. Through the
motivational aspects the management of Virgin is having he employee engagement within the
human resource management. (McGuire, 2012) There are certain theories which are
associated with the management of the employees.
Considering the Virgin Media Maslow’s need theories can be related to the motivational
aspects of the employees. Within the theory of motivation Maslow has described five needs
which are associated with the motivations of the employees these are:
Physiological needs: these are the basic needs of the employees. These needs are associated
with the food, shelter, medicine etc. through providing job opportunities and proper wages
the organisations tries to meet the satisfaction of the employees. In order retain the employees
Virgin Media provides career opportunities, training and development opportunities,
remuneration etc. (McGuire, 2012)
Security needs: different security needs are associated with the psychology of the employees
such as the safety within the employment, job security, health, property, family security etc.
Virgin Media by providing the life insurances, other insurances tries to satisfy these needs of
the employees.
Psychological needs: belongingness within the employees, friendship, family is related to
these needs. The diversity within the teams of Virgin media are placing belongingness within
the employees of different cultural backgrounds and also helping the organisation to place
efficient services to different clients. (McGuire, 2012)
Self-esteem: recognition within the Virgin Media has been provided through the promotions,
opportunities in career paths, etc.
Self-actualisation: by providing challenging situations within the working environment
18

Virgin Media tends to satisfy these needs of the employees.
Reward system is also adapted by the organisations like Virgin Media for motivating the
employees. Non-monitory and monitory reward systems are adapted by Virgin Media. The
management of Virgin Media provides competitive salary for retaining the employees and
having proper employee satisfaction. Apart from these different benefit schemes are also
provided by the management for rewarding through non-monitory system such vouchers,
insurances, care plans, NPS Hero Championship Scheme etc. these increase the psychological
motivational aspects (McGuire, 2012).
19

3.2 Evaluate the process of job evaluation and other factors determining
pay at Virgin Media or your chosen organisation
The job evaluation process has been adapted by the organisations in order to evaluate the pay.
Through the job descriptions and job evaluation the management understand the
responsibilities which are associated with the particular jobs.
(Jabbour, Santos, and Nagano, 2010) Through the job evaluation the payment schemes are
also decided. Job evaluation is done through certain processes:
Job description: within the job description the responsibilities and the roles which are
associated with the job and the standards of the performances desired by the organisation
within the job have been clarified to the employees. Within the Virgin Media different job
descriptions are associated with the workforce. Through a structured document the related
roles and responsibilities are clarified to the employees of the Virgin Media such as client
dealing, sales, supervision of the services, checking feedbacks etc. Through the job
description the roles and responsibilities are measured for determining the pay. (Jabbour,
Santos and Nagano, 2010)
Job specification: within the job specification the associated skills, related knowledge which
are needed for performing eh job roles are illustrated. Different skills which are associated
with the job roles such as the communicational skills, leadership skills and management skills
are associated with the Operation Manager of the Virgin Media. Considering the required
skills and knowledge the p0ay which is related to the specific job role are determined.
In order to determine the pay apart from job evaluation processes there are other factors such
as:
Policies of organisation: by providing higher salary than the other businesses within the
similar industry the Virgin Media has been attracting the talent pool. Through employment
opportunities the organisation is determining the related pay.
Market standards: the current pay of the similar job profile within the market or industry is
also influences over the decisions for determining the pay (Jabbour, Santos, and Nagano,
2010).
Growth rate: the growth rate of the industry and the demands of the human resources within
the demographical region influence the determination processes of pay.
20

Trade union: within Virgin Media the trade Union CWU has been impacting over the
payment related issues.
21

3.3 Assess in different contexts (for e.g. attracting talent, retention, and
motivation) how effective is the reward systems at Virgin Media or your
chosen organisation
Reward system is essential tool for motivating the existing employees while attracting the
current talents towards the organisation. Through the reward system the employees within the
Virgin Media has been engaged and motivated. (Armstrong and Taylor, 2014) The
effectiveness of the reward system can be measured through certain options:
Attracting talent: for attracting proper talent within the workforce Virgin Media has been
providing proper reward schemes through internships, apprenticeships, medical plan,
vouchers, insurances etc. through the effectiveness reward system the organisation has been
attracting the current young generation. (Armstrong and Taylor, 2014)
Motivation: through reward system the employees are highly motivated towards the
organisational goals and achievements. Through the reward system the employees are
encouraged towards improved productivity. The rewards which were provided by the Virgin
Media are efficient to satisfy the motivational needs of the employees. By providing the
medical benefits the organisation has been meeting the physical as well as the psychological
needs of the employees. Through the training and development facilities the organisation has
been placing career progress opportunities within the human resources. (Armstrong and
Taylor, 2014)
Retention: in order to retain the current skilled employees Virgin Media has placed proper
apprenticeship and training schemes for increasing the current abilities of the employees.
Through this approaches the organisation has been reducing the cost of the new recruitments.
(Armstrong and Taylor, 2014)
22

3.4 Examine the methods Virgin Media or your chosen organisation use to
monitor employee performance
Monitoring the performances of the employees are significant measures for analysing the
current productivity of the organisation. By considering the roles and the responsibilities of
the employees and by evaluating the desired outcome of the performances the performances
are measured within Virgin Media (Price, 2011).
Performance appraisal: performance appraisal has been the common tool for measuring the
performances. The line managers or the operation managers assess the performances of the
employees or the team members. After evaluating the performances the performance
assessment forms are filled up by line managers. Ratings are given on the performances of
the employees. The ratings are calculated by the higher management in order to evaluate the
performances. Apart from these the line managers also provide feedbacks over the
performances and abilities of the employees (Price, 2011).
Feedbacks: feedbacks from the clients and the service management are also considered to
measure the performances of the sales and field operators in Virgin Media. By analysing
those feedbacks and comments proper trainings are provided to the employees if needed.
Observation: the line managers have the responsibilities to monitor or supervise the
performances of the subordinates. Line managers observe the performances of individuals on
considering the targets. Through direct observation the clear evaluation of the performances
are measured (Price, 2011).
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Task 4
4.1 Identify the reasons for termination of Faisal’s employment contract
with The Chicken Master and generally explain other reasons for cessation
of employment.
The cessation of employment has been referred as the termination of the employment
contract of the employee. The termination of the employment can be done on different issues
raised within the performances of the employees. The employees are also able to terminate
the employment on own accord. In both cases the organisation and the employee have to
follow certain rules and policies and procedures of exit. These procedures are referred as the
exit procedures (DeTienne, 2010). Any organisation in general terminates any employee on
account of several reasons. These reasons can include the violation of the Code and Conduct
of organisation, doing any immoral or illegal practices within the organisation, using the
working hours for own means or personal cause, lower performances status than the
organisational expectations etc.
In the case study the situation the termination of Faisal has been referred. Faisal has been
appointed in the restaurant of Chicken Master by Bob, the employer. Bob had employed
Faisal by considering the experiences of Faisal. After certain time Bob had to fire him by
considering his immoral practices and dropping performances (DeTienne, 2010). There are
several reasons behind the termination of Faisal from Chicken Master:
 The works which have been assigned to him was not performed by him properly such
as, cleaning in the kitchen and the front door was not done with proper manner.
 He had been assigned to supervise the work of employees. For his lack of supervision
the employees were not providing proper performances.
 He was using the office equipment for the personal means such as helping daughter in
home work or talking with wife during the office hours.
 Without informing the concerning authorities he left the office within office hours.
 Spending the working hours and using the office machines for immortal activities.
 Lower performances of Faisal were affecting the organisational performances and
goals though training were provided to him by Bob.
 He violated the rules and policies which were provided within the guidelines of
24

Chicken Master. He also violated the Code of Conduct while several warning has
been given to him.
These reasons were concerned while Bob terminated Faisal. His lack of sincerity and
efficiency within the performances are the main reason behind his termination (DeTienne,
2010).
25

4.2 Describe the employment exit procedures used by The Chicken Master
and another organisation of your choice
Exit procedures are the processes which are followed by the organisations in order to
terminate any employee or end the employment of the employee with proper maintenance of
the legal and regulatory framework. Terminating the contract of the employment or the
contract of the employment include different processes which are followed by both the
organisation and also the employees. Organisation can terminate the employment contract of
an employee on violation of any rules or policies of the organisation or practicing any illegal
practices within the organisation premises or violating the code of conduct written in the
organisation’s guidelines. (Elayi and et.al., 2010)
By taking account the case study of Faisal, the employer Bob of Chicken Master had
followed certain processes while terminating the employment contract of Faisal. While
terminating employment of Faisal Bob has placed certain aspects such as violating the rules
and policies of the organisation, not following the guidelines provided by the organisation,
using the office machines or other equipment for the personal means, leaving the organisation
within the working hours while not informing higher authority, irregular presence, not
maintaining the hygiene standards within the work place, not doing the work which has been
assigned, using the working hours in personal work and practicing immoral activities etc.
Bob has terminated Faisal on these reasons. Apart from these Faisal’s performances were also
not meeting the organisational requirements and also inefficient performances even after
having training from the employer. (Elayi and et.al., 2010)
In Virgin Media there are certain steps which are measured while terminating any employee
or performing the exit procedure:
 If the employee is terminating the employment on his/her own accord then the
organisation tries to retain the employees through negotiation
 If any employee has been violating any rules and policies of the organisation then the
management send a warning letter to the employee
 The employees have to serve notice period as per the employment contract (Elayi and
et.al., 2010)
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
4.3 Consider the impact of the legal and regulatory framework on
employment cessation arrangements with an organisation such as The
Chicken Master if Faisal’s claim was proven to be true.
Through the regulatory framework the organisation gets the guidelines for implementing
better working environment and operational activities. These frameworks also impact
negatively on the organisations’ operations. Through the use of the legal frame work the
organisation as well as the employees both can be benefitted (DeTienne, 2010).
The equality act prohibits the discrimination from the organisational operations. Through this
act employees can take legal actions against the organisational management’s practices of
discriminations in terms of gender, race, age, nationality, religious etc. Discrimination has
been prohibited within the Equality Act 2010. The victim of discrimination can take legal
procedures or can complain to the tribunals against the actions. Equality advisory support
services can also be approached by the victim, who can provide proper support (DeTienne,
2010).
Considering the case of Faisal, he has approached to the tribunals and filed case against his
termination from the Chicken Master. He has complained that the employer of Chicken
Master Bob had terminated his employment with discrimination. He complained that Chicken
Master has fired him in order to hire a female employee whose age is less than 40 years. This
has been a case of discrimination in terms of age and gender.
In this situation the tribunals can take several legal actions against the employer of Chicken
Master if Faisal’s claim will prove to be true. Before taking any action the tribunals make
analysis over the situation in which the termination has been conducted. After hearing from
both employer Bob and employee or victim Faisal the tribunals will take any measures. The
employment tribunal will evaluate the situation based on the guidelines or the terms and code
of conduct of Chicken Master Employment policies. The procedures through which Faisal
has been terminated will be considered. It will check if proper processes are followed while
terminating Faisal (DeTienne, 2010).
If Bob and the process through which Faisal was terminated have been proven to be true then
Bob has to face certain legal actions. The tribunal will also ask Bob to review the
employment policies and he can be charged will penalty. If Faisal will be proved to be guilty
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and Bob win the case then Faisal will have to face legal actions (DeTienne, 2010).
Conclusion
Through this assignment different concepts and subject matter related to the human resource
management has been discussed. Every organisation in order to have efficient achievement of
goals and placing itself in the advantageous place within the competitive market, has to
consider the management of the human resources as the human resources are the key
components of the organisation. Within the human resource management the organisations
have to consider the human resource policies, human resource planning, legal and regulatory
frameworks which are connected to different practices of the human resources such in the
management if human resource, termination of the employment etc. Through the efficient use
of the human resource management system the organisation can increase the productivity of
the human resources.
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