Pegasus Healthcare: Human Resource Management Report and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Pegasus Healthcare Consultancy in the UK. It begins with an introduction to HRM, defining its role in organizational success and outlining the report's structure. The report then delves into the differences between personnel management and HRM, highlighting the strategic approach of Pegasus. It examines key HRM functions, including job analysis, recruitment, selection, and training, and explores the roles of line managers in implementing these functions. The impact of legal and regulatory frameworks, such as the Equal Pay Act, Disability Discrimination Act, and Work and Families Act, on Pegasus's HRM is also discussed. Furthermore, the report investigates HR planning, detailing its importance and the stages involved, such as analyzing organizational objectives, inventorying current resources, forecasting demand, and formulating action plans. The report concludes by summarizing the key findings and emphasizing the significance of effective HRM in achieving Pegasus's business goals. The report highlights the importance of HRM in achieving organizational goals, ensuring compliance with legal frameworks, and effectively managing the workforce.

HUMAN
RESOURCE
MANAGEMENT
1

TABLE OF CONTENTS
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
1.1....................................................................................................................................................3
1.2....................................................................................................................................................4
1.3....................................................................................................................................................5
1.4....................................................................................................................................................6
TASK 2 ................................................................................................................................................6
2.1....................................................................................................................................................6
2.2 ...................................................................................................................................................7
2.3 ...................................................................................................................................................8
2.4 ...................................................................................................................................................8
TASK 3 ................................................................................................................................................8
3.1....................................................................................................................................................8
3.2....................................................................................................................................................9
3.3..................................................................................................................................................10
3.4..................................................................................................................................................10
TASK 4...............................................................................................................................................11
4.1..................................................................................................................................................11
4.2..................................................................................................................................................11
4.3..................................................................................................................................................12
CONCLUSION .................................................................................................................................12
REFERENCES...................................................................................................................................14
2

INTRODUCTION
Human resource management (HRM) is explained as the systematic process of managing
manpower of the organization. It assists in achieving desired goals of the enterprise in an efficient
and productive manner (Banfield and Kay, 2012). Various policies of the organization includes
recruitment and selection, staffing, compensation and appraisal are decided by human resource
department of the organization. Present report is based on Pegasus which is an integrated
communication consultancy which works in UK. The company provides transparent and
measurable healthcare solutions to its business clients. The report describes about the importance of
HRM functions and policies for the cited firm. Importance of human resource planning and stages
involved in human resource planning are explained in this report. In addition to this, impact of legal
and regulatory framework on human-resource-management of the enterprise is mentioned.
Moreover, an assessment of job evaluation process and various factors that affect wages and
compensation policy of the business is carried out in the report.
TASK 1
1.1
Pegasus enterprise works as a leading healthcare consultancy of UK and provide excellent
care services to its business clients. The company uses various methods for managing manpower of
the organization in an effective mode. There are various approaches which are used by the
management of the firm for maintaining and developing staff members of the business (Oldroyd,
and Morris, 2012). The difference between personnel management and human resource
management are as follows-
PERSONNEL MANAGEMENT approach
used by LONDON SQUARE company.
HUAMN RESOURCE MANAGEMENT approach
used by PEGASUS company.
It is a traditional approach for managing
employees of the company.
It is a modern and strategic approach for maintaining
and developing workforce of the organization.
Monitoring and control of employees is
given more importance in this method.
Employees are considered as the important assets of
company and management pay proper attention on
their development
Decision making process is slow and staff
members are not consulted while policies of
company are formulated.
Staff members are encouraged for giving their
valuable ideas and suggestions. All the policies and
decisions of the company are taken by consulting all
3

the workers.
Transactional leadership approach is
followed in which managers instruct and
give command to their subordinates for
performing their assigned task
Transformational leadership approach is followed
and managers try to develop skills and knowledge of
their fellow workers.
Job evaluation method is used for
determining wages and compensation policy
of the business.
Performance appraisal method is used for deciding
incentives and rewards for the employees. Due
recognition is given to positive efforts given by the
employees for achieving success of the organization.
Trade union members are given legal
authority to do collective bargaining for
providing good working conditions to the
worker. Formal techniques are used for
resolving workplace issues.
Informal and formal procedures are used for solving
conflicts and disputes in the enterprise.
. Personnel managers give command and
orders to the subordinates for performing
the assigned task.
The management focuses on developing competence
and capabilities of the staff members. It helps in
getting a talented and potential workforce which
assist in achieving goals of business in an efficient
way.
Both the approaches provide efficient methods for managing employees of the business.
Pegasus firm uses human resource management (HRM) for maintaining its personnel and
administrative system.
1.2
Pegasus is a leading healthcare consultancy firm which works in UK. All the staff members
of the company work in a team for accomplishing common interest of the business. Human resource
functions help the management of enterprise for achieving set targets of the business (Aral,
Brynjolfsson and Wu, 2012). Various policies, practices and procedures that are formulated by
management for executing operations of the business in an effective manner come under the HRM
function. The company works with a vision to provide effective healthcare consulting solutions to
its business clients. It is a customer oriented business and it is essential that all employees give
their best possible efforts for meeting goals of the corporation. Under HRM functions, a proper job
4

analysis is conducted in the company for identifying number of vacant positions in the firm.
The skills and knowledge required for completing the required tasks of job are also analysed
at this stage. All the data and information collected under this process proves beneficial for the
recruitment and selection process of business (Driskell and Salas, 2013). An internal assessment of
manpower inventory is done for evaluating availability of employees that can be promoted or
transferred in vacant job positions. Recruitment and selection is one another important HRM
function which is performed for hiring suitable and deserving candidates in the organization. When
new employees are recruited in the company, training is provided to them so that they can perform
their assigned job in an appropriate manner. Job evaluation also assists in formulating wage and
compensation policy for the workers (Klingner, Nalbandian and Llorens, 2015). It assists in
providing incentives and monetary benefits to the staff members. Rewards and appreciation is
given to employees and it aid in improving moral and motivation level of the workers. All the
activities come under HRM functions and aid the management of Pegasus to execute its operational
activities.
1.3
Line managers work as a mediator between top management and workers and assist in
accomplishing set objectives of the business (Hill, Jones and Schilling, 2014). A crucial and
significant role is played by them in developing a conductive and healthy work environment in the
Pegasus Company. They provide direction and instruction to the subordinates for performing their
assigned job. Various work of the enterprise requires technical expertise and line managers assist in
providing necessary skills to the workers. Regular monitoring and inspection of work performed by
the employees is also done by them. It helps in carrying out the performance appraisal of the
workers and giving rewards and benefits. Top management take assistance from line managers for
identifying work related needs and requirement of the staff members (Ulrich, 2013). Identification
of needs aids in developing proper training and development program for the worker. They also
play an important role in implementing human resource policies that are formed by the top
management people.
A proper job evaluation is conducted in the Pegasus Company with an assistance of line
managers. This evaluation helps in identifying number of vacant job positions in the corporation
(Armstrong and Taylor, 2014). Allocation of work is also done by the line managers and they
provide order and commands to the subordinates. Smooth functioning of the organization is ensured
by maintaining discipline among the staff members. Line managers supervise the workers and also
assure that all the employees follow rules and legal policies formulated by the management. The
5

company provides performance based incentives to its employees and line managers assist in
evaluating work done by the workers. Overall implementation and execution of HR functions is
ensured by the line managers in the Pegasus organization.
1.4
Legal and regulatory frameworks formulated by the government impact overall functioning
of the Pegasus Company. The law have been created for protecting interest of the workers and
preventing them from unlawful action of employer (Bratton and Gold, 2012). Various acts that
impact the human resource management of the company are as follows:-
Equal Pay Act 1970:- The law was formulated for providing equal opportunity to all
employees working in different industries in UK. According to this act, it is mandatory for all
workers to pay same wages to male and female workers for equal job positions. The HR department
of Pegasus conducts job evaluation for assessing value and worth of each job position. It helps the
management in developing proper wages and compensation policy for all the staff members
(Flamholtz, 2012). No discrimination is done by the management between male and female staff
members and equal job opportunities are provided to them in the company.
Disability Discrimination Act 2005:- This act gives guidelines that no discrimination on the
grounds of disability can be done by the employer. Pegasus Company provides equal job
opportunities and working environment to all staff and no discrimination is done by them on the
basis of disability.
Work and Families Act 2006:- Provisions are given under this act for employers to provide
flexible working and work life balance to the staff members (Schippmann, 2013). The Pegasus
company management follow all the guidelines given under this act and provide maternity and
paternity leave and pay to the staff members. In addition to this, option of doing part time work and
taking TIME-OFF is also given to employees.
TASK 2
2.1
HR planing is a analysis in which evaluation of correct employee with their skills are
present when their need is required (Gupta and Shaw, 2014). Two main elements of HRP are
gathering information, setting objective and goals. Pegasus examine 5 reason for HRP in the
working environment and they are as follows:
 Future manpower needs: Organisation growth is depends on the manpower that is the
reason why right recruitment is necessary (Vandenabeele, Leisink and Knies, 2013). In the
Pegasus HRP ensure with the future needs of manpower. In the enterprises people are as a
6

tool which helpful for the company growths. Coping with change: Change is a part of business in which external and internal
environment affected. With the help of cope up, company can adopts new technology, new
inventions and these are helpful for the social culture also and this assess the available
human resource through HR inventory. Recruitment of talented personal: Company's reason behind the hiring capable person in
the organization is fulfil the business needs and increasing the performance level (Robertson
and Cooper, 2015). Development of human resource: Pegasus is a event company in which single person play a
various role for that perception different skills needed in the work place. Reason behind the
training and development programmes is enhancing the employee skill and performing the
task in a effective manner.
Proper utilization of resources: Company measure that the human resource planing is assisting in
recruiting skilled HR person in the organization. It is helpful for the optimum utilization of human
resources to reduce the cost of production.
2.2
Main purpose of Pegasus for the adoption of human resource planing is select the right
person for the right job. There are six steps, requirement involved in the human resource planing
procedure: Analysing organizational objectives: Pegasus main objective is to cover all the field in the
working environment such as production, marketing, finance and sales department. All the
factors are gives the idea about what step should be taken in the current organization
situations (Schunk, Meece and Pintrich, 2012). Inventory of present human resource: Pegasus evaluate the current employees number with
their skills such as their capacity, performance level, and potential so on. To fulfilment of
company requirement and estimation of internal sources (I.e. top management, employees
and workers) and external sources (I.e. candidates) . Forecasting demand and supply of human resources: Pegasus forecast all the job profile
with different profile and compare all the factors with the internal and external environment.
Company focuses on the proper matching such as one of the job work match with the person
profile. Estimating manpower gaps: Pegasus evaluate the human resource demand with the supply
wants in the organization.
7

 Formulating the human resources action plan: Company can considered all the shortage
or surplus in the organization. According to the demands company starts the new
recruitment in the case of deficits and termination in the case of surplus (Miller and
Rollnick, 2012).
Monitoring and Feedback: Pegasus monitored the shortage and surplus and take a appropriate
action according to circumstances.
2.3
One of the objective of human resource planing is recruitment and selection process
(Latham, 2012). In which companies are recruiting the capable candidate for the suitable vacancy.
Here two companies recruitment and selection process are discussed below:
Recruitment and selection process of Pegasus: In the first stage Pegasus evaluates the total number
of employee needed in the organisation. When the evaluation is done company started to make the
recruitment. After that, company started searching for the candidates with the help of advertisement.
when the applications are received eligible person called for an interview. In the interviewing
process HR screening the candidates ability and purpose behind the screening is remove all those
candidates who are unqualified for the job purpose. And the second last applicable are short listed
for the final stage in which discussion about companies such as rules and regulation, salary of
recruiter, pays for overtime and so on (Adiele and Abraham, 2013).
Recruitment and selection process of virgin media: Virgin media has adopted the campus
placement foe the recruitment and selection process. In the initial stage company focuses on quality
of an individual which helps in the increasing work efficiency. When the HR completed the
evaluation process, individual started short list the to all that who they unqualified according to the
placement purpose. Suitable candidates are selected according to the job profile. Virgin-media is
also adopted the term screening for the quality purpose with the help of written test of candidates.
After that a formal interview conducted by the leader for the selection purpose. And lastly a offer
latter given to the candidate for the joining (Seeley, 2013).
2.4
Company Positive impact of procedure Negative impact of procedure
Virgin-media Placement process adopted by
the company is less cost
consuming because of the pre
placement talks is already
A restricted criteria is here for
the selection process and
company can not surely get the
quilted employee. After the
8

done in advance by the
representative .With the help
of screening more capable
person hire by the company
and also helpful for the future
aspect. In the campus
placement HR having more
quality person because of
person give more attention for
them.
campus placement 50%
candidates are not want to join
the company because no formal
interview was conducting in
the selection process and lack
of trust is also create a less
efficiency.
Pegasus Pegasus follows the traditional
form of interview that would
be more interest and wider
scope. Its assists the loyalty
making with the candidates
and perception.
Pegasus recruitment process is
time consuming because leader
not able to forecast the
upcoming candidates.
Virgin-media uses a modern and systematic approach for conducting recruitment process in the
organization. It helps in achieving potential and skilled workforce in the company. On the other
hand Peagus firm uses a traditional method due to which various job positions are vacant in the
company. Employee turnover rate is high and it is difficult for the firm to complete its operations on
time.
TASK 3
3.1
Pegasus enterprise's management uses transformational leadership approach for managing
and developing workforce of the organization. Performance appraisal of the employees is done on a
quarterly basis and best performers are given rewards and incentives for appreciating their
performance. There is positive link between rewards and motivational theories (Maslow, 2013).
Maslow's motivation theory describes that there are five stages of needs in an individual and it is
required that all the need stages should be completed for achieving satisfaction of the person. Five
need stages are as described :-
 Physiological:- It defines about the physical requirement of the human being like food,
shelter and basic needs.
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 Safety:- Physical safety of an individual ,financial safety, health and personal safety are
required to be completed for achieving satisfaction of this need. Social:- A person wants appreciations and recognition from his colleagues and family
members (Maslow, 2015). Esteem:- individuals requirement to be treated with respect comes in this category. Every
human being has desire to be accepted and valued by others.
 Self actualization:- This level of needs helps the individual to realize his potential and to
accomplish desired goals of the life.
Motivation direct the employees for achieving some specific goals and targets. When rewards are
given to the workers by management than their efforts are recognised by them. It develops feeling
of appreciation in the employees and they work with more enthusiasm and their morale increases
for performing the assigned task. It shows that there is positive link between rewards and
motivational theories.
3.2
Job evaluation process is conducted in an organization for identifying value and worth of the
job (Seeley, 2013). It assist in identifying number of vacant job positions in the company and that
provides proper data for conducting recruitment and selection process in the firm. Pegasus company
conduct job evaluation process with the help of line managers and a systematic approach is used for
organizing this activity. A detailed report is prepared under which a list is mentioned with all the job
positions. Skills, qualification and experience required for the job are identified and all the relevant
data related to every job position is collected (Banfield and Kay, 2012). All the assembled details
aid in conducting a effective recruitment and selection process. Various factors are involved in the
job evaluation process which helps in determining wages and compensation policy of the firm.
Industry wage standards need to be considered while paying salary and incentives to the
employees (Oldroyd and Morris, 2012). What other companies from same industry are paying and
trade union requirements are reasoned while formulating the wage policy of the Pegasus firm.
Government legislations also provide framework for giving incentives and compensations to the
employees. Financial revenues and profit earned by the company play a significant role in
determining wage policy of the business. If the enterprise earns profit than it will become easier for
the firm to give sufficient wages to its employees. Qualification and experienced that is required for
performing a job aid in assessing worth of the job and developing appropriate plan for giving salary
to the employees.
10

3.3
Pegasus appreciate the positive efforts given by its employees for accomplishing desired
goals of the business. The company has created a conductive and healthy work environment for its
employees. A annual event is organised by the company under which rewards and incentives are
given to best performing workers. Giving rewards and other performance appreciations aid in
increasing motivation level of the employees (Driskell and Salas, 2013). Extrinsic and intrinsic
rewards are given to the employees. Line manager's assistance is taken for identifying best
performing workers. A monthly review of performance is done and regular E-mails are send to the
employees for giving them feedback about their efficiency and productivity towards their work.
Every month a certificate is given to the best performing employees. It creates positive
competition among workers and they try to increase their performance for achieving the certificate.
Company uses promotion policy in which high performing staff members are promoted at higher
job positions (Klingner, Nalbandian and Llorens, 2015). This method helps in filling the vacant job
positions of the company. Employees are involve in the decision making process and new
innovative and creative ideas is taken from them for improving the reward system of the
organization. Every year wage increment of employees is done on the basis of their annual
performance. All the strategies adopted by management helps in increasing motivation level of the
employees.
3.4
HR department of Pegasus uses various techniques for evaluating and monitoring performance of
their worker. It helps in appraising and evaluating work done by the staff members (Armstrong and
Taylor, 2014). the methods adopted by the enterprise for monitoring the Performance of their
workforce is as follows :-
 line manager of the company are given direction to supervise all the employees
working under them.
 360 Degree Appraisal technique is used under which work done by the staff
members is evaluated by superiors, subordinates and colleagues (Flamholtz, 2012).
It helps in monitoring overall performance of the employees and also provide data
and information for doing work appraisal of them.
 A monthly performance sheet is provided to all the workers and they are directed to
fill the sheet on daily basis. HR department collect all the sheet in the end of the
month and proper assessment is done by them about performance of the workers.
 A open forum is organised by the management in which workers are encouraged for
11

doing their self assessment (Sharma and Goyal, 2013). The data collected in the
forum assist in monitoring overall efficiency of the worker.
 Line managers are given check list and instructions are given to them to record daily
work done by the workers. On the job performance behaviour of the staff members is
also observed by the HR department people and they keep record of every task
performed by them.
The organization has maintained an effective monitoring system which helps in evaluating
performance and efficiency of the workers.
TASK 4
4.1
Faisel was asked to leave the job by the owner of the Chicken Master restaurant. It was
found by the proprietor that he was not performing his duty properly and overall performance of the
employee was getting affected due to it. The restaurant was not properly cleaned, kitchen was
disarranged, employees were lacking proper skills and knowledge for handling equipments that are
used in the kitchen (Skinner, 2016). Bob the owner of the restaurant fired him for his poor
performance and violation of company policy and rules.
Bob was not satisfied with the work done by the Faisel. When he inspected his performance
he found that Faisel the manager spent too much time for watching pornography, giving assistance
to his daughter for completing homework and designing proposal for his own restaurant. When
assessment of Employee handbook was done it clearly showed that staff members of the enterprise
can not use company equipment for personal use but this rule was not getting followed. Due to all
this reasons Bob fired Faisel and terminated the employment contract with him. If a worker feel
dissatisfied due to working condition, wage policy, employment terms and other workplace issues
than also he has right to terminate the employment contract with the employer (Gupta and Shaw,
2014). If any worker does not perform his job as per the directions or get involved in unethical
behaviour than management has right to terminate the employer.
4.2
Employment exit procedures used in the Chicken Master restaurant were not proper and
appropriate. Faisel was not given any prior notice before termination and the owner Bob has not
given any written legal document to him stating reason of firing. A inappropriate procedure was
used and no exit interview was conducted (Henshaw, 2011). It shows negative approach of the
employer and poor management practices that are used in the Chicken Master restaurant. Faisel
was not informed properly and legal notice for termination of the contract was also not given to
12

him.
Pegasus company follows a systematic employment exit procedure and employees are given
4 week prior notice before the termination of employment contract. A proper exit interview is
conducted for the worker who is leaving the organization. In the interview session employee is
described the reasons for his termination. If any staff member leaves the company due to some
personal and other reasons than reasons for departure are asked (Schunk, Meece and Pintrich,
2012). Feedback are taken from the employee for improving the organizational structure. New and
positive suggestions are implemented in the enterprise and it assist in improving overall
performance of the company.
4.3
Faisel has filed a case at the employment tribunal and and claimed discrimination charges
against the employer. He has alleged that a young female manager has replaced him and he was a
victim of race and age discrimination. Government of UK has formulated various legal and
regulatory frameworks that are essential to follow for the organizations (Latham, 2012). The
Equality act has given provisions that no employer can make discrimination with staff members on
the grounds of age. If any employee feel that unlawful behaviour has been done with him by the
employer than a case can be filed in the employment tribunal.
Guidelines are given under Equality Act that it is unlawful for an employer to do sex
discrimination with the employees. The claim for the injustice can be filed in the employment
tribunal. Legal punishments have been decided by the government and if it gets proved that any
unlawful behaviour has been done with the employees than employer gets punished (Seeley, 2013).
A new young female manager was hired and Faisel was terminated from his job. He has right to file
an complaint in employment tribunal and take legal action against the employer.
CONCLUSION
Present report concludes that human resource management provides a effective method for
managing the manpower of the organization. Human resource functions including staffing,
recruitment and selection, wage policy formulation and performance appraisal helps in ensuring
execution of operations of the business in an effective manner. Human resource planning done in a
effective and transparent manner aid in achieving desired goals of the business in productive mode.
The employment termination can be done by the employer or a worker can leave the organization
by ending the contract. If any injustice or discrimination is done by the employer than employee can
take legal action against the employer and file a claim in the employment tribunal.
13

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