Human Resource Management Report: Task 1-4 Analysis

This report delves into the core aspects of Human Resource Management (HRM). It begins by differentiating between personnel management and HRM, assessing HRM's contribution to organizational goals, and evaluating the roles and responsibilities of line managers. The impact of legal and regulatory frameworks on HRM is also examined. The report then analyzes the reasons for human resource planning, outlines the stages involved, and compares recruitment and selection processes in two organizations. Furthermore, it assesses the link between motivational theory and reward, evaluates job evaluation processes, and examines the effectiveness of reward systems and performance monitoring. Finally, the report identifies reasons for employment cessation, describes exit procedures in two organizations, and considers the legal and regulatory impacts on these arrangements. The report offers a comprehensive overview of HRM principles and practices, providing insights into various functional areas and their implications within organizational contexts.

HMAN RESOURCE MANAGEMENT

Table of Contents
Introduction............................................................................................................................................................3
Task 1......................................................................................................................................................................3
1.1 Understand the difference between personnel management and human resource management?...........3
1.2 Assess the function of the human resource management in contributing to organisational purposes?.....4
1.3 Evaluate the role and responsibilities of line managers in human resource management?........................4
1.4 Tell above the impact of legal and regulatory frame work on human resource management?..................5
Task 2......................................................................................................................................................................6
2.1 Analyse the reasons for human resource planning in organisations...........................................................6
2.2 Outline the stages involved in planning human resource requirements.....................................................6
2.3 Compare the recruitment and selection process in two organisations.......................................................7
2.4 Evaluate the effectiveness of the requirement and selection techniques in two organisations..................8
Task 3......................................................................................................................................................................8
3.1 Assess the link between motivational theory and reward ?.......................................................................8
3.2 Evaluate the process of job evaluation and other factors determining pay?..............................................9
3.3 Assess the effectiveness of reward systems in different contexts?...........................................................10
3.4 Examine the methods organisations use to monitor employee performance ?........................................11
Task 4....................................................................................................................................................................11
4.1 Identify the reasons for cessation of employment with an organization...................................................11
4.2 Describe the employment exit procedures used by two organisations.....................................................12
4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements....13
Conclusion............................................................................................................................................................13
REFERENCES.........................................................................................................................................................14

Introduction
Human resource are the valuable asset for each and every business organization. Because it can help to
attain the business goals and objectives in an effective manner. It can help to understand the basic
relationship between human resource management and personal management, their basic difference
and their effects on the working environment of the business .It is easy to understand the basic work of
a human resource consultant with reference to the company , their guidelines and motivation to the
employees of the firm (Brushett2010 ). They would also look upon how they manage the personal and
professional disputes between the employees. This will also provide a deeper understanding about
hiring and firing procedures of workforce, help to understand the complexity of motivational theories
and tactics , as well as their impact on employees. This would give us a detail about how to evaluate
the performance of employees by performance appraisal and motivating them to give their best to the
firm.
Task 1
1.1 Understand the difference between personnel management and human resource management?
Personal management is the process of planning and structuring personal vision of your life and
then trying to fulfil these vision in your life. These include both mission and vision of a person by
covering all other factors such as finance, family, education, careers etc. On the other hand human
resource management is the management of human resource. Basically it is a design to boost
performance of people of the company by keeping in mind the mission and vision of the company by
keeping in mind the power and responsibilities of a HR manager . Human resource management
consists of HR people which are responsible for the employee recruitment, training and development,
performance appraisal and bonus to employees (Abreu,2011.).Human resource management is
restricted to till the boundaries of the firm whereas personal management comes under both of the
situation. Personal management is restricted to the personal development as they are based on a person
life whereas human resource management is based of the vision of the company so it is more beneficial
that personal management with reference to a companies working environment. In the above case of
Posh Nosh company's CEO has hired a HR consultant to handle all the roles and responsibilities of the
employee management .Earlier company's employees were managed by the CEO of the company and
they would be managed by a proper HR consultant who has a proper know regarding how to manage
people and their personal grievances so that they could not effect the working environment of the
company.

1.2 Assess the function of the human resource management in contributing to organisational purposes?
There are various functional area in which Human Resource management contributes which are:-
 Planning:- This process include planning of number and types of employees needed by the
company in order to fulfil companies goals . This is done by doing a conducting a research
which include collection of data from all department, analysing it and forecasting the human
resource supplies. This is done to predict the future needs of employees in the company so that
a proper staffing balance is to be maintained(Moeinifar, Kokabi, and Hosseini 2010).
 Job analysis:- This include describing the nature of job and specifying the humans . This
include skills of a person. Experience . The product of this process id job specification. Job
description give us a view of duties and activities of employees and it is a biggest source to
employees, managers and personal people as it has a great influence on personal program and
practices.
 Staffing:- This include recruitment and selection of human resource for an organisation. This
include actual selection of people for the position offered by the company . While the process
of selection it include two factors that is developing and administering that helps a manager to
select people
 Orientation:- This process include helping a new employee to adjust in the environment and get
interacted with their seniors and other staff members.
 Training and development :- This process include training of new employees about the work
and making them aware about thee rules and regulation that has to be followed by them.
1.3 Evaluate the role and responsibilities of line managers in human resource management?
Line managers can be found in small organization which often dozen't have a proper Human
resource management system. Line managers hold their power in vertical section or over a particular
product line . One type of line manager can be a retention marketing(Abreu 2012) . The major roles and
responsibilities of a line manager are Employee Engagement which in which a line manger guides its
employees in the most critical working conditions in this case line manager should see the positive
factors of their employee instead of their negative factor so that they could motivate employees to give
their best in worst circumstances. Second is to performance appraisal in which line manager do a
proper performance appraisal of their employee to check if their employees are going in the direction
which is beneficial for the company or not . This is done to keep the employees on proper track .Third
is disciplining employees under this a line manager gives a target to his team which can be either

monthly or yearly in order to manager the staffing while looking at the work available with the
company . Fourth is performance related pay which says that the pay should be according to the
performance of the employees not according to the average so that we can motivate people to work
better by paying them more in the form of bonus or incentive to make an employee work at it's best.
1.4 Tell above the impact of legal and regulatory frame work on human resource management?
The main body of legal and regulatory frame work on HRM is Employees legislation . It is a body that helps
to maintain a smooth relationship employee and its employer . These include some laws mainly:-
 Equal pay act 1970 says that there should be no discrimination in employment in financial terms to
either gender.
 National minimum wages rate act 1998 states that every employee get its wages as per hour basis. The
wage for adult in 2003 rose from £4.10 to £4.50 per hour and that of age 18-21 rose from
£3.50 to 3.80 per hour.
 Federal law it covers the whole scope of from hiring to termination. The U.S. Department of
labour administer major statues and regulations affecting business and workers. They have
basic provisions and requirement which covers all employee and employers , employee rights
records keeping ,reporting and penalties for non-compliance.
 State laws also involves compiling with state laws ,medical leaves ,posting requirement etc. In
this employee also have rights under state common laws including privacy and contract rights .
 International laws are those laws which have accrued after globalization because companies
have started doing their business on global level . According to this companies doing
international business have to take a copy of local laws and their rights regarding how to
manage their employees and how to run their business.

Task 2
2.1 Analyse the reasons for human resource planning in organisations.
Human resource planning is very essential for any organisation. It helps the employees to live
and work in a good environment of any company. The main objective behind it is to get a
accurate number of employees having the required skills which will be used to accomplish the
organisational goals. There are certain reasons for human resource planning-
 To ensure adequate supply of manpower whenever required.
 Using the existing human resources in the company.
 To forecast any future requirements having certain set of skills.
 To assess any surplus or shortage if any of human resources available over the time.
 To understand and use the technologies on jobs and requirements.
 Control the HR services which are already in the organisation.
Despite the growing unemployment,there is a shortage of human resource having required set of
skills,qualifications and various qualities. This requires need for human resource planning now
and then. As the time passes many employees retire,leave or even die or become incapacitated
because of mental or physical ailments,due to this Human Resource planning ensures smooth
supply of workers without any sort of interruption. Technology is the most changing factor
today. It changes now and then with new inventions. It is just due to the human resource
planning that enables the organisation to cope up with such changes. So,we can see that the
human resource planning is very important in today's world.
2.2 Outline the stages involved in planning human resource requirements.
There are basically six steps in human resource planning :
 Analysing the objectives of the organisation – The objectives of the organisation have to
be made and satisfied. Various fields like production,marketing,finance,sales etc. gives
the idea about how the work has to be done in the organisation.
 Inventory of present human resources – Having the updated human resource information
system,the current number of employees their capacity,all sorts of potential can be

analysed.
 To make forecasts about the demand and supply of Human Resource – The human
resources which are required for different positions related to the job have to be
estimated. A proper matching to the job description and job specification according to the
work has to be done.
 To calculate the manpower gaps – A proper training program and development
programme can be done to upgrade the skills of employees. Comparison of human
resource demand and resource will provide with surplus of human resource
 Making the Human Resource Action Plan – The human resource plan depends on surplus
in organisation. According to this the plan has to be made and finalised for new
requirement,training,interdepartmental transfer in case of termination.
 Monitoring,feedback and control – It involves implementation of the human resource
plan. Comparison between the human resource plan and its actual implementation is done
to ensure the appropriate action and availability of the required number of employees for
jobs.
2.3 Compare the recruitment and selection process in two organisations.
The two companies for comparing their recruitment and selection process are Debenhams
UK and The stages involved in this method of recruitment and selection in respect to these two
companies are-Vacancy identification,positional description development,developing the
recruitment plan,search committee selection,re-evaluation of the candidates who are short
listed,carrying out the process of interview,selecting the manpower for hiring,finalising the
recruitment.
As the final stage is completed after receiving the applications,the selected applicant appears for
the process of interview. After deciding which applicant is deserving for the job the information
is sent to the applicant and in time the letter of appointment is given to the applicant to initiate
the job in the company. Then,the evaluation is done depending on the outcome that will be
carried out and will be required in the development of the circumstances in respect to the
anticipated recruitment and selection method

Tesco PLC also uses the similar recruitment and selection processing but it has very less number
of prominent circumstances. The major difference between Tesco PLC and Debenhams UK is
that the latter recommends a three week's induction phase for the staffs that are presently
recruited by the company(Iles, Chuai and Preece 2010). One major difference is that Tesco PLC
doesn't send any e-mails to the unselected candidates during the screening stage. This is the
major difference here and can be used efficiently to tell the major difference here.
2.4 Evaluate the effectiveness of the requirement and selection techniques in two organisations.
Regarding this the advantages are in the hands of Debenhams UK. It is so because the
company has more number of employees and strength is also more. Since it has more number of
vacancies so the evaluation need of the human resource is arranged in a very proper way also in a
very precise manner. In respect to the method of preparation Debenhams UK is the bigger
organisation as compared to the Tesco PLC. The Debenhans has better alternatives and Tesco
has relatively lesser less number of staff. The techniques used by the Debenhams UK are more
effective and useful. These techniques used here can provide a better Human Resource solutions
to the company. The evaluation can be done easily and efficiently as more nore of people will
have a better output(Bastian 2013). Due to this the better the number of people the more
productive work can be seen here. The arrangements that are done in Debenhams UK are more
useful. Since if a company has more number of employee strength it means it will generate more
revenue and the work will be done smartly and will provide gains to the company .Tesco on the
other hand needs to improve a lot and should try to provide better policies for the employees in
order to attract the employees in their organisation. Definitely a change is required to gain
benefits and a proper mechanism has to be followed here and need to be used.
Task 3
3.1 Assess the link between motivational theory and reward ?
"The behaviour of an person is affected by others,through their withhold satification and power
to other of the person's needs, wants and goals". Motivational theory consider under two
categories:- need based theories and process basede theories and also motivation theories are
consider into two different points. In content theories is earliest theories of motivation or later
modification of early theories and the environment that great impact on management pratice and
policy, In academic circles they are the least accepted and Content theories also called needs

theories, because they work with a view that concentrates on the importance of determining
'what' motivates us. On the other hand reward is something that worker achieve their job. It can
be financial and non financial. In financial when the company pay for according to worker
performance and on other non-financial which in this case means that the company rewards
employees by promotion, achievement and praise(Snape and Redman 2010 )
Maslow mentions in his theory that managers following this theory deflect their attentiveness to
offering complementary pleasing relationships, more attractive work, and more opportunities for
self-fulfillment.
Companies take in use both negatuive amplification and positive amplification to inspire or
motivate employees. Manager use positive technique to geting work done from employees or to
create good quality job and some manager use negative methiods to encourage employees and
stop them from their bad behaviour or manners. Managers reward their employees by giving
monthly and weekly bonus and Companies reward their employees with touchable and admire.
3.2 Evaluate the process of job evaluation and other factors determining pay?
Job evaluation is process that determining the use of one job in relation to that of the other
role/work in organization and it is a process of defining the relative worth of job. It is a practical
technique to take decision the size one job relative to other and it is a analysing the value and
importance of particular job and the key factors divided for job evaluation are :-
 Volume of Responsibilities
 Deliverables
 Industry sector
 skills and experience
 Employee performance
 Decision followers
 Emerging needs of the organization
 General

In job evaluation HR takes the lead in this practice with approval from the management and job
evaluation process include analyse and prepare job description, Classify jobs, Roll out the plan
and upgrade the program and process of job evaluation involves the following points and these
are gaining acceptance, classifying jobs, preparing job description and use effective method of
evaluation. In Creating job evaluation committee single person can't evaluate all the key jobs in
an organization and in finding the jobs to be evaluated every job need not be evaluated. It may be
costly and they represent the type of work performed in that department ensure that care must be
taken. In analysing the job description need to preparation of a job description and identify and
analysis of job wants for successful performance(Moeinifar, Kokabi and Hosseini 2011).
3.3 Assess the effectiveness of reward systems in different contexts?
Reward system can be classified as the extrinsic rewards which is given by the employer in an
company and organization system deal of the internal processes,pratices as well as department
approaches for implementing the process within the structure of the HR strategy and different
organisation use different reward system and below are some of flow contexts.
Bonus system are good procces that help to motivate interally and it relate to some
aspect and it explain to take into understand the factors like consumer service, product quality,
performance of individual and attendance. Its increase the employee performance and also
inspire and motivate the person and to give reason to do work effectively. It is an reward
strategies used to complete a number of key organization and human resource activities. These
are focus employees efforts such as time delivery, product quality and consumer service,
improve organization output like sales or profit and productivity, to manage the efective
workplace culture by good team work , good performance and for attendance.
Many organizations are increasing their bounus system to inlude a wider range of areas,
reflecting a broader set of organization objectives. Financial and output recommendations, bonus
system use into account components such as consumer service, safety, team performance and
individual performance or different human resource releted measures some organization control
successful system that use on one certain key objective and these are sales,profit and production.
Its use to many organisation objectives can be reached in many ways and most useful approach
is to control a range of bonus that help the Posh Nosh.

3.4 Examine the methods organisations use to monitor employee performance ?
Monitoring your employees performance is an Important part of control a team and its ensure
your company is working at most productive and some roles are simple than others to execute.
Everything of organization even P&L, sales and production depend on employee performance
and without employee performance organisation can't run and growth of organization also
depend on employee performance so it needs to be carefully monitored and there are following
method of monitor the employee performance and these methods are randomly quality checks,
monitor or checking the office practices on daily bases, cost effectiveness(In cost effectiveness
can be use by measuring the time taken to serve a product and service), collaboration tools, help
of personal presentation, check their attitude, advocacy, Mystery shopping, tradiness, team
performance, carry out a client survey, punctuality, percentage of tasks completed on time,
Being time on budget, and level of execution(Brushett 2010). Our organization most important
power house is the quality of work that our employee serve. Level of creativity also affect the
organization performance because it is one of the most useful component in evaluating
employee performance. We can also use rating scale to monitor or measure the employee
performance and it is a subjective measurement.
Task 4
4.1 Identify the reasons for cessation of employment with an organization
It is essential for a company is that to identify the reason for cessation of employment with in the
business organization. The human resource of the cited business unit is required to make an
effective policy regarding the termination of the employment from the business organization.
There are various reason for that which are given below:
Resignation: This is one of the major reason where the employees of the company can resign
from the company. There are number of reason for that which can be related with the person or
professional causes. For example, the staff are not satisfies with their performance they can leave
the business unit(Abreu,2011).
Layoff: This is another reason for the termination of the staff. Business environment of the
company are changing over a period which can impact on the business. In the recession time if a
business organisation is perform poor they can terminate their staff in order to maintain their
profits and revenue.
Buyout: This is another reason which can termination the employees due to merger. When a
large business unit can acquire or merge with another company they can termination the excess
staff from the company.

Poor performance: This is one of the major reason of the employment termination. If an
individual staff can not perform up to the mark. The business unit is having right to terminate
such staff after given the notice.
Thus, all these are the major reason for the employment cessation in the business unit. There are
various laws and legislation which are make by the government of UK. It is the responsibilities
of the cited business unit to follow these guidelines in an effective manner.
4.2 Describe the employment exit procedures used by two organisations
The employee exit procedure of each and every company have different system. So this
procedure may vary from organisation to organisation. The exit procedure of posh nosh limited
is the workers are not fixed . Many employee join and terminate on daily basis. But this
procedure is based on the organisational culture. Like like company provide a one month period
before termination of their employees so it helps them in provide a security. It enables them to
find out another job so that their monthly wages and exposure do not get affected. Sometimes
some companies employee feel theft of losing their job because of uncertainty. Some employees
feel that they treat unfairly it leads in creating a insecurity in them. This can be done in the form
of computer hacking, illegal entry onto company property etc. This seriously affect the company
and it employee and this is not fair because this damage can not be severed.
So an employee exit procedure should have to be formed appropriately in which proper
documentation and published to provide consistency to managers in dealing with such situations.
These situations affects the employee trust and faith towards the company and their wo0rk also
get affected. So the major duty of any manager while leaving the company is as follow:
 Collect the keys of the company property.
 Id cards of the employees so that they can not misuse them.
 Collect all the off site equipments such like as the mobile phones, laptops etc.
 Delete and inactive all the access system software of the employee.
 Process and resignation letter so that it enables and employee to leave the job
completely.
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangements
There are various legal and regulatory framework in the cessation of the employment and
termination. These legislation make by the government authorities in order to protect the right of
the staff. It is essential for each and every business unit should be follow these rules and
regulations which can create a ideal image in the public(Moeinifar, Kokabiand and

Hosseini2010). The is the responsibilities of the company to provide the notice to their staff
before termination. Apart from that there are different organisational polices which can help in
the cessation of the staff. FRA 1996, section is related with the notice period must be given by
the company before 8 weeks. Employment right act 1996 is also related with the employment
termination and protect the right of employees within the organization.
Conclusion
As per the above mentioned report it has been concluded that the role of human resource
management in the business is too significant. The report is discussed about the difference
between managers and leader and their various roles and responsibilities. The various function of
the HR department of the company in relating to the attaining organisational goals and
objectives. The report also explained about the responsibilities of line manager in order to
maintain operational efficiency. There are also various laws and legislation which are related to
the HR practices in the business unit. The report also discussed about the recruitment and
selection process at Post Nosh Limited in order to achieving organisational goals and objectives.

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