Human Resource Management Report: Analysis of Primark's HRM Practices

This report provides a comprehensive analysis of human resource management (HRM) practices, focusing on the case study of Primark. It begins by differentiating between personnel management and HRM, highlighting the functions of HRM and the roles and responsibilities of managers. The report then explores human resource planning, including the reasons for its implementation and the stages involved, specifically within Primark. It examines the recruitment and selection processes, the effectiveness of these processes, and delves into motivational theories and reward systems. Further, it assesses job evaluation, the effectiveness of reward systems, and methods for monitoring employee performance. The report concludes with a discussion of employment cessation, including the reasons for it, the exit procedures used by Primark and Tesco, and the impact of legal and regulatory frameworks on this process. The analysis provides insights into various aspects of HRM, from strategic planning to employee relations and legal compliance.

HUMAN RESOURCE
MANAGEMENT

Contents
TASK 1.......................................................................................................................................................3
1.1 Distinguish among personnel as well as human resource management.......................................3
1.2 Function of human resource management....................................................................................4
1.3 Roles and responsibilities of managers..............................................................................................5
1.4 The impact of the legal and regulatory framework on human resource management..................6
TASK 2.......................................................................................................................................................7
2.1 Various reasons for human resource planning and strategies in Primark...........................................7
2.2 Stages involved in human resource planning.....................................................................................7
2.3 Selection and recruitment process of two organizations....................................................................9
2.4 Effectiveness of recruitment and selection of two firms....................................................................9
TASK 3.....................................................................................................................................................10
3.1 Assess the link between motivational theory and reward.................................................................10
3.2 Evaluate the process of job evaluation.............................................................................................10
3.3 Identify the effectiveness of reward system.....................................................................................11
3.4 Examine the method for monitoring employee performance...........................................................11
TASK 4.....................................................................................................................................................12
4.1 Reasons for cessation of employment with an Primark...................................................................12
4.2 Employment exist procedure used by Primark and Tesco................................................................12
4.3 Impact of legal and regulatory framework on employment cessation..............................................13
CONCLUSION.........................................................................................................................................13
REFERENCES..........................................................................................................................................14

INTRODUCTION
Human resource management is the process of recruitment, selection, training and
development of staff members of organization. HR department is the significant part of every
business organization. It has been framed in order to maximize work quality and performance of
existing employees. It should be done for enhance overall performance of entire firm. It can
increase productivity of workers (Armstrong and Taylor, 2014). Managers and leaders are
responsible to conduct training and development session for employees in order to improve their
performance and work quality. The present report is based on Primark which largest supermarket
of United Kingdom. It provides varieties of goods and services in international market in order to
attract them in effective manner. It has numerous stores in all over the world which can enhance
market share in different countries. In this project conduct distinguish among personal and
human resource management. Also define roles and responsibilities of staff members who act as
manager in a firm. Also mention reasons of planning in business organization. Link between
motivational theory and award. Discuss reasons for cessation of employment with a company.
TASK 1
1.1 Distinguish among personnel as well as human resource management.
Human resource management is the term which is used by large number of organizations in
order to enhance skills, knowledge and capabilities of existing employees. It is related with
workers who are employed in a company (Boxall and Purcell, 2011). Personnel management is
the traditional approach which is used in large number of organization in order to manage overall
performance of firm and maintain work quality as well. This concept is able to focus on the
personnel administration, employee welfare as well as labor relation. It can assume that people
can act as input in order to achieve output. All the business activities have been performed to
meet customer satisfaction also fulfill their basic needs and demand. It is responsible to create
job design and maintain their performance. Personnel management mainly focuses on the
employee satisfaction and their work quality. Top management of firm have to ensure that entire
members of company must fulfill rules, regulation, policies and procedure which are imposed on
them and mentioned under policies. It is helpful in increase overall level of production of firm

and tries to satisfy basic needs and demands of people (Brewster and Hegewisch, 2017). This is
the routine function which is continuously used by business organizations.
On the other side, human resource management has been considered as modern approach
which is used by firm for manage work of people and maintain their strengths. It consists various
modern techniques which are useful to enhance skills, knowledge and work quality of
employees. It is focus on growth and development of overall existing workers. Through this they
can easily motivate labors (Jiang, Lepak, Hu and Baer, 2012). This is modern technique which is
used by large number of organization for the purpose of maintain performance in effective
manner. This concept is focus on the growth and development of employees.
1.2 Function of human resource management.
The effective role of human resource management is to plan, grow and develop policies and
strategies. It is the part of management which is concerned with people at work and with their
relationship within an enterprise (Chelladurai and Kerwin, 2017). The main objective of this
process is effective and proper utilization of human resources which is effectively useful for the
company. Managers and leaders are responsible to maintain relationship with staff members.
Several functions of HR management are as aligned below-
Planning- Managers and leaders are responsible to frame new plans or strategies which
are actively participate in growth and development of firm. This is forecasting process for every
business organization (Wright and McMahan, 2011). Career planning business activities involve
assessing an individual potential growth and advancement of employee of Primark. In include
collection of information from target customers through current market for the purpose of
identify recent trends, taste and preferences of consumers. After this try to provide goods and
services in international marker according to their current demand and needs.
Employee development- The training as well as development functions gives employees
the skills or knowledge in order to perform their jobs in effective manner. Large number of
organizations uses training and development program for the purpose of enhance overall skills of
employees (Huselid and Becker, 2011). Their plans include development program which is
useful for them to maintain performance and work quality.

1.3 Roles and responsibilities of managers.
Managers are the important part of every business organization. They are responsible to
participate in decision making process. Person who is appointed as manager must be selected by
higher authorities of Primark. Cited firm appointed leaders and managers in order to run daily
operations, train employees for maintain quality of goods and services which are fulfilling needs
of customers (Budhwar and Debrah, 2013). Managers and leaders have to constantly review the
firm’s financial, budgetary as well as production target or goals. They have to focus on overall
management of firm which is helpful for entire firm.
Staffing- Managers are the significant part of business which are responsible for the
purpose of staffing the firm. This process include, creating job descriptions, further running
advertisement, and much more. They have to select candidates who apply in company in order to
become part of the firm (Lengnick-Hall, Beck and Lengnick-Hall, 2011). Allot work to
employees as per their skills, knowledge and work experience. Also try to conduct training
session for them for enhance their work performance and quality as well.
Communication- This is considered as one of the most significant or important
responsibilities of both leaders and managers in order to keep workplace running efficiently.
Furthermore, workers need to know the target as well as objective of firm. They must have
capability for the purpose of comprehend directives from higher authorities (Sparrow, Brewster
and Chung, 2016). Through this factor they can easily interact with their targeted customers in
order to analyze their basic demand and need. They have to conduct one to one interaction with
employees for identify their problems. Managers are responsible to receive valuable feedbacks
from them in order to meet set of goals and objectives.
Training- Top management of Primark use advance technology for provides training to
their existing employees in order to enhance skills, knowledge and work quality of them. They
have to conduct training session for improve work quality and overall performance of firm. This
is necessary process which needs to be fulfilling by every business organization. It should be
conduct especially for newly joined employees (Buller and McEvoy, 2012). Each and every
worker has to join such session.

Business growth- Managers are significantly participates in continuous business growth
and development of company. They have to use all their skills and talent for the purpose of meet
set of objective. They have to motivate employees towards complete work in timely manner.
Furthermore, manager’s primary roles and responsibility is to the continuous success of business
organization (Alfes, Shantz, Truss and Soane, 2013). His action should all be poised towards
growth and development of firm. They have to manage overall operations, maintain quality
control as well as ensure that its goods and services are fulfilling basic needs and demand of
customers.
1.4 The impact of the legal and regulatory framework on human resource management
Employment legislation has been deals with body of laws which helps to maintain smooth
and effective relationship among both employees and employers (Renwick, Redman and
Maguire, 2013). Business issues include discrimination, safe or secure working conditions as
well as legal working ages are include by legislation. Some of these are as aligned below-
Equal pay act 1970- This act should be stated that every company have to follow equal pay
for equal work. Employers are responsible to provide equal payment to all employees who are
working in firm. They are not able to conduct discrimination among members who are working
in organization. It includes several rules, regulation and policies which are imposed on them as
per provision of law. Primark as retail sector firm, have to consider both male and female
through equal perspective and provide same salary amount to them.
National minimum wages act 1998- This act define that every employer have to provide
minimum wages in every situation. Even profit earn or not and even workers not perform
function. It mentioned several policies which have to fulfill by company.
Employment rights act 1996- According to this act every employee having right to file case
against employers in case any wrongful condition conduct with them. This legal process can
protect rights and interest of workers. Employees can file case against employers in order to
receive amount of compensation which is mentioned under law.

TASK 2
2.1 Various reasons for human resource planning and strategies in Primark.
Human resource planning has been considered as process in which HR pairs candidates
along with new positions that a company expects to fill in the near future. This department is
helpful to examines existing workers internally or outside the company. There are mainly two
types of components related to human resource planning consist under this which are called as
requirement forecasting and availability forecasting. These are considered as helpful tools and
techniques for maintain the same in effective manner (Bloom and Van Reenen, 2011).
Furthermore, requirement forecasting is able estimates how many existing employees a firm will
need to fill its new positions and what skills or expertise.
On the other side, forecasting has been considered as ongoing process because it is
helpful in workforce and labor market which can constantly changing. The main and effective
goals of human resource planning is to ensures that a company always has number of candidates
lined up to take on new position (Brewster, Houldsworth, Sparrow and Vernon, 2016). It can
provide productivity to employees for the purpose manages performance and quality.
2.2 Stages involved in human resource planning.
Human resource strategies and planning has been considered as process with the help of
this right candidate for the right job has been ensured. For the purpose of conducting any
business activity, leading significant task in order to enhance organizational target and goals for
the purpose of attained by conducting effective process (Kinicki and Kreitner, 2012). There are
various steps involved in human resource planning which are as aligned below-
Analyze goals of the firm- The main goal is to be attained in future time in several fields
such as production, accounting, marketing, manufacturing, finance as well as sales give the idea
related to work which is needs to be complete in the Primark. Every person who is part of the
company has to use their collective efforts in order to achieve their set of objective within
stipulated time period (Scullion and Collings, 2011). Top management allotted work to their
subordinates, according to their skills, knowledge and work experience. Also employers have to
communicate set of objectives to employees in order to meet level of satisfaction of targeted
customers.

Present several human resources- Employers have maintain proper record of each and
every employee who is currently working in organization. Human resources department have to
conduct interviews for the purpose of select best person for the right job. Members who
participate in this process have to meet entire job requirements and manage both internal and
external sources (Daley, 2012).
Demand or supply- Employees are the best part of companies. They are required at each
and every point of time according to their job profile which is estimated. Both internal as well as
external sources need to be available in business activities for the purpose of meet set of
objective (Kehoe and Wright, 2013). They have to analyses basic needs or demand of customer
and try to manage business activities accordingly.
Identify needs to manpower- Before start any business activity, top management of
Primark have to identify basic needs of manpower in order to attain business objectives. Because
approx. 90% of the work load must be completed through advance technology. As Primark is
retail sector firm, so which it include several department and require manpower to accomplish
work which is allotted to them. Managers have to provide conduct professional training and
development program in order to enhance their work quality and performance. Wide use of
effective professional training or development program which can be done for the purpose
upgrade the knowledge of workers.
Action plan- The human resource plan of Primark is totally depends on whether there is
shortage and excess in the company. As per the action plan may be finalized either for the
purpose of new recruitment, development, and training, conduct interdepartmental transfer in
case of shortfall of termination as well as voluntary retirement schemes or redeployment in the
situation surplus (Knowles, Holton III and Swanson, 2014).
Monitor activities and receive feedbacks- This process includes implementation of
framed action plan which is helpful for the growth and development of company. Higher
authorities have to monitor overall work quality and performance of firm (Werner and
DeSimone, 2011). After implementation of action plan Primark can easily attain target within
stipulated time period. Comparison among effective human resource plan as well as its actual

implementation which is done in order to ensure effective action of required number of workers
for different jobs.
2.3 Selection and recruitment process of two organizations.
Effective selection and recruitment process of every company is different from another.
Every firm should select employees as per their own policies. Human resource department of
every firm which perform their function as per the set procedure (Lengnick-Hall, Beck and
Lengnick-Hall, 2011). Primark and Tesco both select their own selection or recruitment process
which is as aligned below-
Primark Tesco
Human resources department of Primark
should follow several process and procedure
in order to recruit best person for perfect job.
Process are like conduct interview, written
test and much more.
HR department of Tesco follow dynamic
procedure for select person in order to
maintain work quality and performance.
Process includes interview and various other
stages.
This company follow proper legal
framework while conducting selection and
recruitment process.
Members of this firm may not follow legal
rules and regulation which are imposed on
them while conduct this process
This concept may follow this process in
order to get advantage.
Members have to use their collective efforts
in order to meet target within stipulated time
period.
2.4 Effectiveness of recruitment and selection of two firms.
Selection and recruitment process of both Primark and Tesco is helpful for them in order
to recruit best person for perfect job. Top management of firms has to allot work to them
according to their skills, knowledge and capabilities. Primark may follow entire rules and
policies at the time of maintain performance in effective manner (Sparrow, Brewster and Chung,
2016). Members responsible to comply with set of policies which are imposed on them. On the
other side, members of Tesco are able to comply with rules, procedure and policies in order to
conduct selection and recruitment process. This concept having impact on the continuous growth
and development of firm.

TASK 3
3.1 Assess the link between motivational theory and reward
Motivation is the process of influencing others to perform better in order to achieve
desired goals and objectives of company. Primark is using several techniques to encourage their
staff members to work in proper manner. Reward system is an important tool to motivate them to
raise their performance standards. This includes providing some monetary or non-monetary
benefit in return of their efforts. There is a positive relation between motivational theory and
reward. If workers will give better outcomes, then they would get certain benefit. Such factors
motivate employees and then try to give best results. Herzberg theory of motivation includes two
factors that are hygiene and motivation aspects. Reward system fulfils both these requirements of
workers as they get financial gains and recognition as well (Sparrow, Brewster and Chung,
2016). This encourages them and creates sense of stability which reduces employee turnover in
this entity and it will achieve its goals and objectives in effective manner.
3.2 Evaluate the process of job evaluation
Job evaluation is the process of defining size of jobs in a company in order to build
effective relations in organization. It includes grading, designing pay structure and managing all
the tasks. Its process is as follows-
 This is a systematic approach so at first it is required that employees will be able to
understand the importance of this scenario (Sparrow, Brewster and Chung, 2016).
 After that, certain groups are formed that includes HR specialists and key employees of
this enterprise.
 In this step, management of this organization selects particular job roles from every
department in order to evaluate their performance.
 At this phase, selected job is deeply investigated so as to reach its depth.
 At last evaluation committee chooses suitable method to evaluate the job. It must be
analytical or non-analytical approach. It consists ratings, comparisons, ranking of jobs,
classifying tasks and comparison on the basis of pairing.

3.3 Identify the effectiveness of reward system
Reward system of employees plays an important role in improving contribution and
efforts of employees to improve their performance to attain organizational goals in effective
manner. This system has positive impact at work place. This helps in improving performance
standards of employees. It ultimately enhances quality of products and services this company is
offering which increases sales of firm. This also facilitates in improving morale of employees
and building healthy work environment for that (Sparrow, Brewster and Chung, 2016). Upper
management forms effective strategies to provide monetary and non-monetary benefits to
workers so that their productivity level could be improved. This is also beneficial in building
loyalty of staff members in the administration of this organization. They will be more satisfied
and this will encourage them to stay longer in this business concern. Effective reward system is
very important in attracting fresh talent to join this firm due to its ethical practices towards
workers.
3.4 Examine the method for monitoring employee performance
Efficient workforce is the backbone for success of Primark. This is because productive
employees contribute more through their performance and efforts. There are less chances that
there will be any deficiency in their working (Renwick, Redman and Maguire, 2013). To
maintain their efficiency, it is required that their performance will be monitored in timely
manner. There several methods to examine their working. These are as follows-
 First method will be related with maintaining their punctuality at workplace. This
includes keeping proper records of time to enter office, absent ism etc.
 Another important technique would be enhancing quality of their work by providing
adequate training and development sessions to enhance their skills and motivate them to
perform better.
 There is need to conduct performance appraisal continuously in order to identify the level
of outcomes they are delivering from their efforts. This will help in identifying the
deviations and taking corrective actions to overcome these problems in effective manner.
Continuous monitor work performance and quality of employees is able to motivate them
towards for improve their capabilities and talent. Also workers try to use theor collective
effort for meet the target.

TASK 4
4.1 Reasons for cessation of employment with an Primark.
Cessation of employment is the significant topic which needs to be study for selection
and recruitment of human resource. The main focus of this study is to control cessation of
workers and try to keep them for time (Renwick, Redman and Maguire, 2013). Furthermore,
cessation of employment with organization can be occur through various reasons which are as
aligned below-
Dismiss- Dismissal results in the cessation of employment, this concept can be occurring
in the case of employer ends employment of employees without their, will. In case workers done
wrongful act against company then higher authorities having right to dismiss employee if they
conduct any illegal act. But if employer dismiss them without any justified reason then workers
also having right to file case firm in order to receive amount of compensation which is
mentioned under provision of law.
Termination- This is another reason of cessation considered under employment which
can occur at the will of the employees alone when they decide to resign from an organization.
Workers can provide any reason to resign from office (Renwick, Redman and Maguire, 2013).
4.2 Employment exist procedure used by Primark and Tesco.
Every business organization should set exit procedure of employees. At the time of resign
from of office or leave organization both employers and employees have to follow some rules,
regulation as well as procedure as per the policies of company. Employees who wants to resign
from Primark must fill the form and attach require legal documents as well. On the other side,
Tesco also use set of procedure in order to remove employees (Renwick, Redman and Maguire,
2013). Exist procedure of both organizations is same but Tesco do not show their official
intention to retain their staff members. Cited firm most of the times offer better salary amount
along with good facilities to retain workers. But if the employee wants to leave anyway, then he
needs to attend an exit interview with department as well as HR manager. With the help of this
procedure companies can able to keep employees for long time and maintain performance in
effective manner. For this procedure there must be set of rules and regulation needs to be
fulfilled by employee and keep them for time.

4.3 Impact of legal and regulatory framework on employment cessation.
As per the concept of legal framework of employment relation business organization are
responsible to fulfill rules and procedure which are imposed on them as per policies of company.
This process can provide job security to employees. According to legal rules companies are not
able to dismiss workers without any justified reason. It can provide fair employment to employee
for the purpose of attract them in effective manner. Legal framework is able to protect rights and
interest of people who are currently working in present organization (Renwick, Redman and
Maguire, 2013). Both employers and employees are responsible to fulfill rules and regulation
which are imposed on them as per the policies of firm. This can be having impact on the overall
performance of company. With the legal framework member can easily attain target within
stipulated time period.
CONCLUSION
From the above project, it is found that human resource department play significant role
in every business organization which is used to improve skills, knowledge and work performance
of employees. Through this they can easily participate in continuous growth and development of
company. Primark offer varieties of products and services in across the national boundaries.
Managers and leaders of Primark have to conduct training session for existing employees for
improve their work quality and performance. While conducting business function, staff members
have to follow rules, regulation and policies which are imposed on them. After prepare report, it
is identified that personal and human resource management are different from each other. There
are different functions performed by this department which contribute to meet organizational
objectives. Thus, also mentioned various roles and responsibilities of managers in human
resource management. Also analyze the link between motivational theory as well as reward.
Several methods used by Primark in order to continuously monitor workers work quality and
performance. There is various recruitment and selection procedures enacted by company for
improve overall performance.

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