Analysis of Human Resource Management at Posh Nosh Limited

This report provides an in-depth analysis of Human Resource Management (HRM) practices within Posh Nosh Limited, a food and catering service. The report begins with an introduction to HRM and its distinctions from personnel management, highlighting the importance of HRM for organizational success. It then delves into the specific HRM functions relevant to Posh Nosh, including recruitment, training, professional development, and compensation, emphasizing their role in achieving the company's expansion goals. The report also examines the roles and responsibilities of line managers within the company's flat organizational structure, focusing on their interactions with employees and customers. Furthermore, the report addresses the legal and regulatory framework applicable to Posh Nosh, including equal pay, minimum wage, and anti-discrimination laws. Task 2 focuses on the importance of human resource planning in managing the company's increasing workload, and provides steps for effective HR planning. The report also compares Posh Nosh's recruitment processes with those of public organizations like the NHS. Overall, the report emphasizes the significance of effective HRM for Posh Nosh's growth and operational efficiency.

HUMAN RESOURCE
MANAGEMENT

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

INTRODCTION
Human resource management (HRM) is a crucial function which is performed by all the
organizations. Success of the company mainly depends upon its effective contribution of the
workforce. As a result, a firm needs to have skilled and talented employees to achieve its
organizational objectives. However, this process assists an establishment to fulfil its needs by
hiring requisite candidate for the vacant post. It is important to conduct the recruitment process
effectively so that a company can attain its objectives with the help of its workforce. This report
is based on a case study of Posh Nosh Limited (PNL) where the venture offers food and catering
services. The present document is prepared with the purpose of analysing importance of human
resource management in the selected organization. In context to this, ways of improving
employee motivation is also explained in the cited document (Armstrong and Taylor, 2014).
TASK 1
1.1
HRM is a process which initiates recruitment, selection, orientation, induction and
training and development. On the other hand, personnel management is known as an old version
of HRM. It is concerned with procurement, development and compensation of employees. In
order to attain operative functions of the firm this branch of HRM is required. Both of the stated
terms have some differences which are explained below.
 HRM is considered to be a modern approach whereas personnel management is a
traditional approach (Berman and et.al., 2015).
 Employee welfare and personnel administration is the prime motive of personnel
management. On other hand, HRM prioritize overall development of human resource in
an organization.
 HRM is mainly adopted by the large organizations like McDonald but personnel
management is followed by small and medium enterprise like Posh nosh.
 In personnel management, decision making is purely done by the top management of
firm. On contrary to this, HRM consider employees participation in order to take
decisions (Flamholtz, 2012).
 HRM considers all the managers of the firm from top to bottom but personnel
management consists of the personal manager.
1

Being an HR manager of Posh Nosh, It is recommended that human resource
management approach is better. The cited organization is required to implement the same as it
will provide assistance in development of employees. The motive of this business is to expand its
operations. For the same, the venture needs to use HRM practices so that it can get the best
workforce in the premises. With the help of the stated practices, the management will be able to
organize its workload effectively (Mendenhall and Osland, 2012).
1.2
The purpose of the stated company is to expand its business operations. In addition to it,
the organization aims at managing its increasing workload and improving its organizational
structure. As per the case study, the organization is small scale where it adopts personnel
management in its operations. In order to attain the defined objective of the company, HRM
functions will remain helpful in contributing in the organizational purpose. Moreover, the HRM
functions are stated below.
Recruitment: It is a process of attracting and hiring skilled candidates by considering
certain elements. These are job description, candidate's interview and requisite logical tests. The
management of Posh Nosh needs to conduct this process effectively so that the firm may get
skilled employees. It will help the management to analyse the qualification and intelligence with
the use of this process (Morley, Heraty and Michailova, 2016).
Training: Generally, at the time of recruitment a company may hire skilled employees
but still the firm offers on the job training matching up the candidate's knowledge with the job
requirements. However, the ways of working of all the organizations are different so the
organization needs to provide requisite training. The HR management of the cited organization
requires offer training so that the workload of the company can lower down.
Professional development: It can be defined as the way through which employees can
get opportunities to improve its position and performance. In this process the management of the
company sends its employees for conference and external trainings and seminars. However, the
stated firm is also required to adopt the same in order to provide future opportunities to them
Pfeffer, 2010).
Benefits and compensation: The management of Posh Nosh needs to focus on providing
benefits and compensation with improved ways. For the same, the company can provide flexible
2

benefits, paternity leaves and holiday time. It will result in enhancing the motivational level of
the subordinates.
1.3
The Posh Nosh Company comes under a small scale enterprise where the organizational
structure of the firm is flat. It shows that the operations of firm are diversified but they are
limited. The organization deals in fast food business and catering services where it has ten outlets
in London. The line manager of the company performs various roles and responsibilities which
are stated below.
Day to day people management: The line manager of the stated company manages the
work of employees. For an instance, the company has food and beverage department, reception
etc. So the line manager ensures their work on the daily basis. In addition to it, their work is also
evaluated by the line manager which helps them to identify the mistakes (Ployhart, Van
Iddekinge and MacKenzie, 2011).
Dealing with clients and customers: This is another responsibility of line manager to
deal with customers and clients. They ensure that the customer’s needs and requirements are
fulfilled or not. In addition to it, the manager also sorts out queries and issues of clients with
regards to the business.
Sort out issues: This is another role which is played by the line manager of Posh Nosh.
Here the manager communicates with the staff and ask for the issues faced by them. For the
same, effective solution is identified and implements the adopts solution (Price, 2011).
1.4
It is necessary to implement appropriate laws and regulations to maintain regulatory
framework. However, the employee legislation helps in maintaining good relationship between
employer and employee in the company. As per the scenario, the management of Posh Nosh
requires adopting laws and regulation that can help employees to work in a healthy environment.
These laws assist manpower to safeguard from the issues of discrimination; legal working ages
and provides safe working conditions. There are some laws that are stated below.
Equal pay act 1970: It is an act of UK which emphasis on favourable treatment between the
men and women on the basis of pay in the organization. The management of Posh nosh requires
focusing on this act in order to implement it effectively. It will help the employees to work in
discrimination free environment in the company Salaman, Storey, and Billsberry, 2005).
3

National minimum wage rate Act 1998: As per this act, the employees of the firm must get
minimum wage per hour. In UK, it is £7.20 for the adults at workplace whereas, the management
of the establishment needs to maintain the same in order to form equality. Moreover, the
business needs to adapt the same so that it will enhance integrity of the subordinates.
Sex discrimination Act 1975- This act safeguards an individual from sex discrimination in the
company. The management of Posh Nosh must ensure not to happen these things in the
premises. If it occurs then strict actions needed to be taken (Salvendy, 2012).
TASK 2
2.1
In this case study, it is analysed that the firm is facing various issues like increasing
workload due to expansion of the company. However, human resource planning is required in
order to manage the increasing workload. With the adoption of appropriate human resource
planning, the firm will be able to know the requirement of workforce. In addition to it, there are
different tasks are performed by the HR department of the cited firm. They are recruitment,
selection, professional development and training. However, this process is done to attain the
effective use of workforces. In context to this, the cited establishment will also be able to identify
the needs of requirement with the requisite qualification. Major requirement of HR planning in
this company is to compete with the competitors. In order to remain competitive, the
organization needs to offer better products and services compared to its rivalry (Shappell and
Wiegmann, 2012).
On another side, human resource planning plays an important role in the successful
operations of the organization. It is crucial as the organization need to attain it goals with the
help of 5 factors of productions like land, labour, capital, money and machinery. Rest four
factors can be managed easily but labours or employees are hard to manage. They have their own
needs and requirements. However, HR planning is important to analyse the demands of the
subordinates. If the cited company has good and skilled workforce then the firm will be able to
attain its objective efficaciously. In addition to it, the will be able to identify the raining needs of
the employee's. The end impact of the same will be increase in production of the firm (Salvendy,
2012).
4

2.2
In order to make appropriate use of HR planning, the cited company can consider some
steps. Whereas, an organization can identify its upcoming needs and opportunities with the help
of planning. The process of planning bridges the gap between present and future. It can assist in
distinguishing the requirement of human resource for the performance of tasks. The goals and
procedures can be evaluated with the help of HR planning. In Posh Nosh, human resource
planning can be done with the help of certain steps which are as stated below.
Assessing human resource- In order to analyse the human resource, the firm can
consider external and internal analysis. Once the analysis is successful then HR manager can
discover the pros and cons or requirements. It may concern to job analysis and inventory of
workers. The assessment of human resource can also help the company to identify the individual
goals of the employees (Sims, 2007).
Demand forecasting- In Posh Nosh the demand and supply of workforce can be
identified with the assistance of HR forecasting. Demand forecasting helps in identifying the
need of human resources in the future. For achievement of desire goals and objectives of the
company, future manpower requirement is analysed with forecasting. The need of human
resource can be identified by the current human resource situations. In addition to it, the HR
department of Posh Nosh needs to identifying the human resource needs at required level. In
turns, the cited firm can perform its operations in best and possible way. Even after following
these steps' administration can achieve its objective and be sustainably develop itself (Shappell
and Wiegmann, 2012).
2.3
As per the case study, the cited organization is a small scale enterprise in UK which
renders food and catering services. The organizational structure of this company is flat where it
aims at expansion. However, the recruitment function of the company is quite different from the
public organization like NHS. In the recruitment process of posh Nosh, the firm conducts
telephonic interview. With the help of this, interview panel can analyse the communication skills
of the candidates. But on another side, the company ignore face to face interview which can
effect terms of future. In addition to it, the panel asks for personal questions about future goals
5

and all. In addition to it, the company takes only logical test but does not consider group
discussion (Surroca, Tribó and Waddock, 2010).
On contrary to above, the management of NHS does not consider telephonic interview.
They call the candidate and take face to face interactions. It assists the firm to analyse the
confidence level of an individual with his communication skills. However, it is evaluated that the
management of NHS focuses on the effective implementation of the interview process. Whereas,
the company also takes group discussion and logical test. It enlightens the intellectual level of the
candidate. With the adoption of requisite interview process the company is able to hire a skilled
and desired candidates. It is necessary for the management of Posh Nosh to adopt the HRM
practices so that they can recruit the best talent in the company. It will help the firm to attain its
motive of expansion (Swayne, Duncan and Ginter, 2012).
2.4
It is analysed that the two organization has adopted different techniques of recruitment
and selection where the procedure id also varied. Whereas, Posh Nosh is a small scale
organization so it adopts personnel management. The motive of this company is to expand at
global level where the management has to focus on HR practices. Because the adopted
recruitment does not consider certain techniques which can affect the company position. It is
seen that the company dose not adopt face to face interview. However, the firm wont be able to
analyse personality, confidence level for the candidate. It can result in affecting the performance
of the employee's. As a result, this loss will be beard by the business only. On another side, the
recruitment process of NHS conducts face to face interview and logical test. It helps the
company to analyse the personalities of the candidate's that are selected in the firm. As a result,
the firm can identify the desired candidate for the operations (Surroca, Tribó and Waddock,
2010).
The adopted recruitment process has remained effective for NHS because the
management is able to operate its tasks in an appropriate manner. In context to it, the firm has
got skilled and knowledgeable employees at their workplace. Having such employees will assist
the company to attain its objectives and goals. This will help them to maintain its brand image at
global level. On another side, the management of Posh Nosh does not include the requisite
process which can affect the profitability of the company. In addition to it, the firm is limited and
reserved with its implemented techniques of personnel management (Ulrich, 2013).
6

TASK 3
3.1
The success of an organization is mainly depends on its effective operations. However, it
is important to adopt the motivational theory and reward system in the company practices. As it
is directly related with the workforce. The two terms can remain useful for the employees of
Posh Nosh in order to gain objective. On the basis of case study, the firm is facing workload
which can affect the performance of employees. Here, the situation may arise that the employees
feel overburden with the work. This can result into affecting the interest of the subordinates.
However, the cited firm can adapt the motivational theories and reward system to enhance the
performance. The two theories of motivation can be applied to this organization i.e. Maslow
Motivational theory (Berman and et.al., 2015) There are various set of group working in the
organization having different necessity and requirements. However, it is seen that the theories
mainly divides in two parts i.e. content theories and process theories. Whereas, content theories
focuses on what motivation are process theory focuses on the actual process of motivation. On
contrary to this, reward system is what the employees gain for the good performance. This may
be financial when the company pays in terms of money or non financial when the firm give
promotion and praise. The motive of posh Nosh is to improve the performance of workforce.
This can be done with the help of effective reward system. The management can provide timely
promotions and incentives to the employees so they will get motivated (Swayne, Duncan and
Ginter, 2012).
3.2
Job and personal factors may remain helpful to analyse the worth of employees.
However, all the companies adopts the concept of job evaluation which help the management to
analyse the performance of the employees. It is the duty of the manager where it is necessary to
discuss with its employees the reason for the existence of this process and importance of it. At
Initial level, people are taken into the company with the help of their existing knowledge. HR
executive and capable employees, then they are assigned different departments to evaluate in
detail the performance and the abilities of individual employees. These committees can pick out
various methods to measure their execution which are Analytical factors consist of factor
7

comparison, points rating and the other method is Non analytical which comprises job ranking,
paired comparisons (Shappell and Wiegmann, 2012).
Factors which determine the pay structure of Posh Nosh that acts as reward for the
employees:
 Skills and Experience: Pay structure can be defined as the structure of salary which is
earned by the employees. At basic level, the employees earn less but with the skills and
experience one can enhance its pay structure. With the increasing experience, the pay
structure of an employee gets enhanced.
 Size of the organization: The size of the company is medium where it does not have
large number of employee hierarchy. However, it is essential for the management of the
cited firm to take care of the needs and demands.
 Profitability: Profitability also plays a vital role in influencing the pay structure. If the
employees of the company are working well then the firm will generate ample of revenue
which leads to increase in pay scale of the employees (Andruss, 2012).
3.3
As per the reward system of the company, the employees of Posh Nosh got a sum of
money against good work. Moreover, the management of the firm focuses on satisfying the
employees satisfactions. This can be done with the help of reward system. In addition to it, the
management of Posh Nosh is going to explore its business operations. In addition to it, the two
reward system is being adopted by the firm are intrinsic and extrinsic reward system. The cited
firm has planned out various policies and administrative process. In order to this, the institution
is following the reward system that is given below (Healthfield, M. S.,2016).
Attracting and retaining staff: The company has ten outlets in London through which it has
gained good its customers. In order to attract new customers, the firm adopts the discount policy
over food and its services. As a result, the firm has remained successful in enhancing its
customer base.
Tangible rewards: Tangible rewards are the rewards which is based on the employee's
performance like bonus and incentives. This strategy can be consider as a positive because it
helps in improving the existing position of the employees. As a result, the interest of the
subordinates will get enhanced.
8

Intrinsic reward: It is a kind of reward which has no physical existence but it can be given in
the form of feedback and appreciation etc. (Morley, Heraty and Michailova, 2016).
TASK 4
4.1
The release of a worker against his or her wish can be termed as termination. It imposes
certain degree of pain on the terminated worker. Following are different situations in which
employee can cease their terms and conditions of their employment contract.
Termination Intentionally- It is a situation when the employee gives resignation to the
organization by his or her own will. There may be personal or official reason due to which an
employee gets intentional termination. These reason can be due to better job opportunities,
emergency situations and lack of job satisfaction from the existing job. In addition to it, heath
issue can also be one of the reason of intentional termination.
Terminated for behaviour- In this situation, the management of the company itself gives
resignation to the employees. This can be due to rude behaviour or less professionalism at the
workplace. Common actions of worker that lead to termination are absenteeism and tardiness,
unsatisfactory performance. This leads to terminate the employees form the organization.
Employee can be hold in the Posh Nosh LTD with the use of certain techniques in order
to improve employee termination (Morley, Heraty and Michailova, 2016).
Training sessions- Training is a component which raise the existing skills and brings out their
creativity. In this system training play a significant role in order to meet the future issues and
opportunities in the organization. It is seen that the company is going to expand where the firm
needs to offer training to the employees. With the use of the latest technology the firm will be
able to digitise its process which will result into achievement of the objectives and goals of the
company.
Counselling- In counselling sessions a person called counsellor who help the employees to
release their mental pressure with the use of effective techniques. This factor can help the
employees of Posh nosh to stay calm and attain the work effectively. With the help of this, the
employees will be able to cope up with the increasing workload pressure. It will help them to
improve their performance in an effective manner.
9

4.2
Both the firms adopts the similar exist procedure up to some extent. In both the
organisations the subordinates are needed to follow the standard related with exit procedure at
the time of leaving the organizations. In this process, a prior notice of one month is required to
be given by the employee before leaving organization. On another side, the norms and
regulations of NHS depicts the 3 months of notice period which is served by employees. The top
management of Posh Nosh conduct exit interview of the employees with a motive to analyse the
reason behind leaving the company. This helps the management to identify the factors that cause
less level of satisfaction. In addition to this, most precious suggestions are given by the
employees in order to increase growth and success of firm. In addition to it, the Owner also
makes attempt to solve the issues of talented personnel they decided to leave the organization. In
contrast to this, NHS does not conduct such type of sessions at the time of employee existence.
But conducting such session can help the management to analyse the areas which can be further
improved by the cited firm (Mayhew, 2016).
4.3
As per the rules and regulations framed by employment law, the employer and employee
are bound to give prior notice before leaving the organization. There are some features of
employment law through which the employee may get affects while terminating from the
company.
 It is the duty of the subordinate to ensure the requirement of the company. The
termination of the employee can be affected by various factors. In Posh Nosh company,
legal system is being adopted by the owner in order to safeguard from the issue raised at
the time of termination (Morley, Heraty, and Michailova, 2016)
 Some other part of this law is incidental to the minimum working hours of employment.
They are terminated accordant to their written agreement by signed or the leader may reject them
on breaking the bond. The legal theory play an essential role in terminating an employment
contractual relationship as the labours are involved in the whole process. There are various
legislations involved in this process such as labour relations act, labour code of conduct which is
governed by local self government.
10

Another legislations and regulations involved is labour relation is one of the aspect of
Public Defender of Rights as the authorities wants to do social welfare and their aim of interest is
the labour and their services should not get terminated without their will (Andruss, 2012).
CONCLUSION
Human resource management plays a vital role in the success of the company. The
present report is based on the case study of Posh Nosh which is a small scale organization. The
company aims at expanding its operation in different parts of the world. In order to attain the
objectives of Posh Nosh, the company needs to adapt HR practices. On the basis of above
analysis, it is found that the current practices of personnel management are not very effective.
Adoption of HR practices will help the company to attain competitive advantage. In addition to
it, the company has adopted ways to improve motivation level of employees. This has helped the
company to decrease in employee turnover.
11

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M. and et.al., 2015. Human resource management in public service: Paradoxes,
processes, and problems. Sage Publications.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Mendenhall, M. E. and Osland, J., 2012. Global leadership: Research, practice, and
development. Routledge.
Morley, M. J., Heraty, N. and Michailova, S. eds., 2016. Managing human resources in Central
and Eastern Europe. Routledge.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp. 34-45.
Ployhart, R. E., Van Iddekinge, C. H. and MacKenzie, W. I., 2011. Acquiring and developing
human capital in service contexts: The interconnectedness of human capital resources.
Academy of management journal. 54(2). pp.353-368.
Price, A., 2011. Human resource management. Cengage Learning.
Salaman, G., Storey, J. and Billsberry, J., 2005. Strategic Human Resource Management: Theory
and Practice. 2nd ed. SAGE.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
Sandler, C. and Keefe, J., 2003. Performance Appraisal Phrase Book. Adams Media Corp.
Shappell, S. A. and Wiegmann, D. A., 2012. A human error approach to aviation accident
analysis: The human factors analysis and classification system. Ashgate Publishing, Ltd..
Sims, R. R., 2007. Human Resource Management: Contemporary Issues, Challenges and
Opportunities. IAP.
Storey, J., 2007. Human Resource Management: A Critical Text. Cengage Learning EMEA.
12

Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Surroca, J., Tribó, J. A. and Waddock, S., 2010. Corporate responsibility and financial
performance: The role of intangible resources. Strategic Management Journal. 31(5). pp.463-
490.
Swayne, L. E., Duncan, W.J. and Ginter, P.M., 2012. Strategic management of health care
organizations. John Wiley & Sons.
Online
Andruss, P., 2012. How to Attract -- And Retain -- Staff When You Can't Pay Big Bucks.
[Online]. Available through: <https://www.entrepreneur.com/article/223516>. [Accessed
on 20th october 2016].
Healthfield, M. S.,2016. What is human resource management.[Online] Available
through:<https://www.thebalance.com/what-is-human-resource-management-1918143>
[Accessed on 20th october, 2016].
Mayhew, R., 2016. Six Main Functions of a Human Resource Management. [Online] Available
through:<http://smallbusiness.chron.com/six-main-functions-human-resource-department-
60693.html> [Accessed on 20th October, 2016].
13