Human Resource Management Assignment: HR Planning and Rewards

This assignment delves into the core concepts of Human Resource Management (HRM). It begins with an overview of HRM's significance, emphasizing strategic planning for adapting to changing job markets. The assignment then explores HR planning, detailing its elements like forecasting worker needs, evaluating employee supply, and balancing demand and supply. It examines job analysis, illustrated with a job description and specification for a sales manager at Tesco Plc, highlighting required qualifications, experience, and skills. Further, the assignment provides a job description for an HR administrator, outlining responsibilities and requirements. Finally, it discusses employee reward systems, differentiating between intrinsic and extrinsic rewards, and explores the role of remuneration in motivating employees and fostering productivity. The assignment underscores the importance of rewards and remuneration in enhancing employee commitment, performance, and business growth.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
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Table of Contents
Introduction......................................................................................................................................2
Answer1...........................................................................................................................................2
Answer 2..........................................................................................................................................4
Answer 3..........................................................................................................................................6
Answer 4..........................................................................................................................................9
Answer 5........................................................................................................................................11
Conclusion.....................................................................................................................................12
References......................................................................................................................................13

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Introduction
The present assignment provides an overview on the significance of human resource
(HR) management of an organization. HRM refers to a management function that involves
procurement of human resources, develops their competencies, motivate and reward them and
also create them an urge for being the part of management (Bratton and Gold 2017). Effective
HRM helps the enterprise to achieve objectives and target of the business. HRM needs strategic
planning for addressing changing requirement of the employer and shifting job market
constantly. This study highlights on the HR planning cycle of an organization. The difference
between rewards and recognitions and different leadership style is also discussed in this study.
Answer1
HR planning refers to the procedure that mainly identifies present as well as future needs
of human resources for an enterprise to attain its goals. The HR planning basically involves
creation of employers brand, flexibility strategy, retention strategy, selection strategy and
absence management strategy (Briscoe, Tarique and Schuler 2012). The planning procedure of
most of the business organizations usually reflects on the goal to be accomplished within
specified time frame and the kinds of human resources required for attaining the defined target. It
is mainly the ongoing systematic planning procedure for attaining best utilization of enterprise
most valuable assets. The basic objective of HR planning is to assure best fit between jobs and
workers whilst avoiding shortage of laborforce (Daley 2012). The three vial elements of the HR
planning procedure involve- Evaluation of current labor supply, balancing projected workers
demand and supply and forecasting workers demand. These elements of HR planning procedure
are explained below:

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Forecasting workers needs
Forecasting the employee’s requirement is vital for running the business operations in
effective way (Johnson, Lukaszewski and Stone 2016). There are few factors that an enterprise
considers while forecasting its workers needs , which includes- finances of internal business,
present condition of an economy, product and services demand and business growth
expectations. Moreover, it is usually forecasted by analyzing which present employees have
possibility to transit into new position and analyze the workers turnover rate.
Evaluation of employees supply
Evaluating the workers supply involves two prong procedure, which includes-evaluation
of internal staff and external staff. Additionally, analyzing demographics of current workforce is
also required for making an evaluation of employees supply. This might also involve factors
such as unemployment rate, mobility, government laws that affects the existing as well as
potential workers. However, evaluation of these factors facilitates to determine the kinds of staffs
needed for filling the staffing forecast.
Balancing projected workers demand and supply
This element helps the HRM to achieve the target within the specified time frame. If an
enterprise has shortage of workers , thus element will help to determine kind of recruiting efforts
they will participate for attracting more employees for filling the gap. This also requires to
balance part time and full time needs. On the other hand, if an enterprise has surplus of workers,
this needs to take into account workers layoff and circumstances where workers might require to
be moved into lateral position.

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Answer 2
Job Analysis refers to the process for identifying and determining specific job duties as
well as needs and the importance of duties for the given job. In this procedure, judgments are
usually taken from the collection of data on a particular job. The objective of this job analysis is
to document as well as establish job relatedness of the employment process such as, selection,
training, compensation and appraisal of performance. This analysis also provides proper
information to the enterprise about task, duties, functions and responsibilities, which in turn
facilitates to determine the employees that are best fit for that particular job. Job description as
well as job specification is the major two outcomes of the job analysis.
The job analysis for the appointment of sales manager in one of the biggest retail
company in UK named as Tesco Plc is discussed below:
Job Description of sales managers
Job Title : Sales manager
Job Location: UK
Job summary: This retail company’s leadership team requires senior sales manager for leading
their sales department. A successful candidate is required to understand the behavior, needs and
preferences of customers to purchase that specific good. The sales manager however will be
mainly responsible for leading experienced sales associates team (Ingram et al. 2015). If the
candidate has the capability to teach effective strategies to the team, then apply for this post.

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Reporting to: Senior sales manager should report to sales director of Tesco
Working conditions: Standard office timing hours, 9am to 6 pm from Monday to Saturday,
although travelling for visiting customers and team might increase timing hours.
Job Duties: The list of duties include-
 Develop as well as train sales team
 Monitor the sales staff performance
 Assigning duties for storing sales staff
 Encourage sales staff for delivering better customer service, meet target and improve
efficiency
 Develop as well as maintain store budgets of this company
 Effectively communicate with every team members
 Monitor levels of inventory as well as overview the need of new products
Machines to be used: The machines to be utilized by the sales managers are CRM (Customer
Relationship Technology) systems, SFA( Sales Force Automation) technology, social platforms
etc.
Hazards: These might involve- activity tracking, ineffective sales meetings, conflicts within
members of sales team and improper information about the customers.
Job specification
Qualifications: Sales managers are not generally expected hold any kind of formal
qualifications. But for this enterprise, an candidate is required to hold bachelor's degrees in one
of the following academic fields:

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 Retail Sales Management
 Accounting and Finance
 Marketing
 Business Studies
Experience: A candidate must have an experience of at least one year since experienced sales
manager understand the fluctuations in retail environment better than inexperienced ones.
Training: A candidate should have training on utilization of few technologies such as cash
registers, scanning devices etc.
Skills and responsibilities: A candidate should have certain skills as required for this post, such
as – leadership, communication, patience, problem solving, motivational, stress management,
effective delegation and several other skills.
Sensory demands: As each job requires physical as well as mental fitness, a candidate to be
selected for this post must have both physical as well as mental fitness.
However, while recruiting the candidate for this post of sales manager, the HRM of Tesco should
focus on these characteristics of that individuals and then judge it based on that.
Answer 3
The Job description for the new post for an administrator in recruitment section in HR
department has been developed, which is shown below;
Job Title: HR administrator

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Job Location: UK
Job Summary: This enterprise requires HR administrator in order to mainly administer health of
workers, welfare and plans of retirement worldwide (Hendry 2012). As this position act as
liaison among employees as well as insurance providers for resolving benefits-related issues, the
individual must ensure effective use of plans and better employee relations. Moreover, this
position is also needed to give administrative support to HR function as required (e.g.,
correspondence generation, file maintenance, record keeping, updating internal bases and HRIS
entry). The HR administrator must also assure that the plans are well administered according to
federal as well as state plan provisions are followed.
Reporting to: HR administer should report to head of HR department.
Working conditions: The working conditions for this post is standard office timing hours that is
from 9 am to 6pm.
Job responsibilities: The job responsibilities for this particular post are given as follows:.
 Conduct orientations of new employees for ensuring that these employees gain proper
understanding of the benefits plans as well as enrollment provisions. In addition to this,
counseling these workers based on these plan provisions is also a vital responsibility of
HR administrator since it helps informed benefits decisions.
 Act as liaison with several insurance carriers as well as foster good relationship with its
client
 Act as resource for the payroll contracts in order to assure their compliance with HR
regulations as well as policies.

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 Strive to assure that employees are aware of the benefits program by counseling
employees and generating communication depending on the situations. Also, resolve
workers complaints in relation to health as welfare programs.
 The HR administrator should create presentations as well as reports based on the HR
metrics.
 Revise some of the policies of the enterprise if it is not suitable for this business
operations
 Monitor cost as well as expenditure for assisting the preparation of budget.
 Plan as well as coordinate other administrative process and systems and also devise
different methods for streamline processes
Requirements
 Having experience as the administrative manager
 Having familiarity with the financial as well as facilities management principles
 Being proficient in the computer
 Having skill of in-depth understanding of the various office management process and
other legal policies
 Having multitasking abilities
 Having good leadership skills
 Should have analytical mind along with problem solving skills
 Should hold a bachelor degree in the business administration feild

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Answer 4
Rewards systems for the employees refer to the program that is set by the enterprise to
reward performances as well as motivate employees. This reward system has been generally
taken in account separate from the salary but might be either monetary or have cost to that
enterprise (Macky and Wilson 2013). Rewards are mainly of two types such as –intrinsic and
extrinsic. Extrinsic rewards refer to the host of the external things that the managers provide to
the employees for increasing productivity. These might involve – bonuses, money, promotion,
flexible schedules and so on. On the other hand, intrinsic rewards are basically internal to
employees and are also less tangible. Tracey (2016) cited that intrinsic rewards are usually
inherent in job itself and involves motivational features such as – feedback, autonomy, skill
variety and participation of employees in decision making.
Remuneration refers to the compensation or payment that the employees receive for
services. This mainly involves base salary, economic benefits or bonuses that an individual
receives during employment. This element of financial element is mainly used for appraising
employees that ultimately encourages them to focus on their work. It has been opined by Shields
et al. (2015) that, remuneration is the catalyst which increases productivity of a business. It is
associated to the employees performance where inclination to work is mainly determined by
motivation. There are various forms of remuneration, which involves- paying an employee by
hour, deferred compensation, health insurance etc. Lowest remuneration that an employee
receives from an employer is minimum wage. Moreover, ever enterprise must have remuneration
policy, which outlines the employees pay for work. This policy explains the condition based on
which pay of an employee increases. Additionally, it also helps to determine proper pay rate
mainly for each tasks and responsibilities.

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Rewards play a vital role in motivating the employees for performing effectively as well
as efficiently. It helps in building as well as maintaining commitment among workers that
assures workforce stability and high performance standard. The rationale behind the utilization
of rewards is that it helps in encouraging or inducing specific behaviors among workers, which
in turn enhances performance and growth in business (Marchington et al. 2016). A reward
generally emphasizes respect for an employee and motivates fellow employees for showing
respect towards each other. When the team become united, communication lines becomes open
and hence the employees becomes likely to share ideas as well as put forth extra effort in order to
achieve success in business (Storey 2014). However, this motivation given to the employees
might lead to increase in retention of employees. Apart from this, it also helps the business to
expand globally and maintain good reputation in the competitive market.
Remuneration also has direct relationship with the motivation of employees in the
organization. Remuneration is one of the vital sources to influence the employee’s behavior
towards the enterprise and productivity in work. It has been opined by Macky and Wilson (2013)
that, the managers of the organization should be aware of social as well as economic background
of workers so as to provide good remuneration in order to enhance their talent as well as skills
and encourage them towards work. In this epoch of competitive business environment,
remuneration has been the basic tool for executives and managers of an organization to enhance
the employees productivity, attract competent workers, reduce absenteeism, retain present staff,
increase employee turnover, manage sequences of job, improve brand image of the enterprise,
strengthen the relationship of Union management etc. The practices of remuneration can be
highly effective if it is based on the different motivational theories. Fair remuneration practice
when applied by the managers of an organization creates a satisfaction feeling among the

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employees for fulfilling thweir requirements. Remuneration is required by the workers for
fulfilling their primary needs such as monetary as well as non-monetary rewards and
compensation provided by the enterprise to enhance job satisfaction and also control the
employees turnover rate.
Answer 5
Leadership in the enterprise context is mainly about influencing individuals in particular
situations for understanding as well as accepting the targets of an enterprise. Influence has been
vital to leadership and thus includes power, which refers to the capacity of a leader to influence
attitudes as well as behaviors of other individuals (Goleman 2017). Adoption of proper
leadership style helps the leaders to achieve success in the business. The leadership style s
basically determined by subordinate readiness or level of workers. There are various types of
leadership style, which the leaders integrate in business for attaining target of organization. Five
kind of leadership style that a leader can demonstrate are given below:
Transformational leadership-This is one leadership style in which a leader works along with
their subordinates for creating a specific vision and identifying and executing change along with
committed group members within an organization (Engelen et al. 2015). Transformational
leadership style is seen when the leaders of an enterprise motivate colleagues, develop followers
to high level of potentiality and generate awareness about the mission of enterprise.
Transactional leadership- The leaders adopting this leadership style focuses on the group
performance, supervision and enterprises (Iqbal, Anwar and Haider 2015). Transactional leaders
usually promote compliance and concentrates on particular tasks through rewards as well as

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punishments. This leadership style will be effective when a leader offers workers personal
attention, gives coaching and motivates personal development.
Autocratic leadership-This leadership style is mainly featured by control of individuals over
every decisions. A leader adopting this leadership style makes decision without making any
consultation with their team members. But this leadership style might be demoralizing and thus
can lead to high extent of staff turnover and absenteeism.
Democratic leadership-Democratic or participative leadership is that leadership style where the
individuals might be taken into account unequal by the hierarchal standards having shared power
in taking decisions. Democratic leaders usually emphasize collaboration as well as free flow of
ideas. These leaders take the final decision by including all members in decision making
procedure.
Laissez Faire leadership- The leaders implementing this leadership style gives their members
huge freedom in their work operations and setting their deadlines. The leaders usually give
support with the resources as well as advice if required (Wong and Giessner 2016).
Conclusion
It is seen from the above study that HR managers plays huge role in the growth of
organizations. These HR managers help the enterprise by recruiting skilled and efficient
employees of various departments. They also help in determining rewards and remuneration of
an employee, which in turn benefits the enterprise in retaining and attracting employees.
Furthermore, HRM also helps the leaders to implement appropriate leadership style. Thus, these
HR managers plays huge role in improving the environment and culture in business.

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References
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performance. Arabian Journal of Business and Management Review, 5(5).

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