Human Resource Management Report: Cessation of Employment, HRM

This comprehensive human resource management report, prepared for a university course, explores the core differences between personnel management and human resource management, emphasizing the strategic approach of HRM in achieving organizational goals. It analyzes the functions of HRM within a small-to-medium enterprise (SME), Posh Nosh Limited, including human resource planning, recruitment, employee development, and compensation strategies. The report assesses the role and responsibilities of line managers in HRM and examines the impact of legal frameworks. Furthermore, it delves into the recruitment and selection processes, comparing Posh Nosh Limited with McDonald's, and evaluates the effectiveness of their respective techniques. The report also explores motivational theories and reward systems, evaluating their effectiveness in different contexts. Finally, it addresses the mechanisms for employment cessation, outlining exit procedures and considering the impact of legal and regulatory frameworks on these arrangements. The report draws on real-world examples and provides valuable insights into the practical application of HRM principles.

University
Human resource management
By
Date
Name
Lecturer’s name

HUMAN RESOURCE MANAGEMENT
Contents
Task 1:...................................................................................................................................................2
LO 1: Understand the difference between personnel management and human resource
management.........................................................................................................................................2
1.1 Distinguish between personnel management and human resource management.....................2
1.2 Assess the function of the human resource management in contributing to organizational
purposes............................................................................................................................................3
1.3 Evaluate the role and responsibilities of line managers in human resource management..........4
1.4 Analyse the impact of the legal and regulatory framework for human resource management. .5
Task 2:...................................................................................................................................................7
LO2: Understand how to recruit employees..........................................................................................7
2.1 Analyse the reasons for human resource planning in organizations...........................................7
2.2 Outline the stages involved in planning human resource requirements.....................................8
2.3 Compare the recruitment and selection process in two organizations.......................................8
2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organizations...9
Task 3:.................................................................................................................................................12
LO3: Understand how to reward employees in order to motivate and retain them...........................12
3.1 Assess the link between motivational theory and reward.........................................................12
3.2 Evaluate the process of job evaluation and other factors determining pay..............................12
3.3 Assess the effectiveness of reward systems in different contexts.............................................13
3.4 Examine the methods organizations use to monitor employee performance...........................14
Task 4:.................................................................................................................................................16
LO 4: Know the mechanisms for the cessation of employment...........................................................16
4.1 Identify the reasons for cessation of employment with an organization...................................16
4.2 Describe the employment exit procedures used by two organizations.....................................17
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangements..................................................................................................................................18
Reference............................................................................................................................................19
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Task 1:
LO 1: Understand the difference between personnel management and
human resource management
1.1 Distinguish between personnel management and human resource
management
Human resource management is a distinctive and famous approach that deals with managing
people of an organization or group seeking to achieve competitive advantage. The strategic
planning and organized execution seek to bring out the maximum capability of the workforce
and optimally utilizing them for the meeting the objectives. The cultural, structural and
technical array of categories decides the management strategy of human resource. Motivation
is the influential force both external and internal that drives the desire of a human being to
achieve the goal by making them liable to be committed to their jobs.
Personnel management and human resource management refers to more or less the same
thing. However, the basic difference is seen in the approach and adaptability. Personnel
management is a traditional approach whereas human resource management is a modern
method. Personnel management focuses on the administration of personnel of the company,
relations, and welfare of the labor. It was considered that personnel is the investment of input
forces that will generate profitable output. Employee satisfaction was the primary motive of
undertaking personnel management. Based on the labor division, the jobs were designed
accordingly where they were less provided with training facilities as well as development
opportunities. The top administration and management officers were in charge to make the
decisions, and they focused on increasing the productivity. Personnel manager was given
more importance, and that was conducted in a scheduled functioning system.
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Human resource management puts high stress on the development, motivation, and
acquisition of human workforce and maintaining the management system in an organization.
Human resource management is more open and flexible approach that gives more importance
to every division of labors. Administration functioning considers the achievement of the
objectives to be the main function. The jobs are designed based on the team capability and
group work. Employees and workers are provided with better training facilities and
opportunities for growing and development. Employees' participation matters the most and
decentralized organization system helps in forming a productive and cultural system.
Efficiency and effectiveness of the employees enhance the firm's capability, and all the level
of managers are considered to be important here. Unlike personnel management, human
resource management is considered to be a strategic function.
1.2 Assess the function of the human resource management in contributing
to organizational purposes
Posh Nosh is an SME, and the HRM deals with the management of people from the
perspective of the macro environment. The functions of the human resource management are
the crucial and vital points that help the organization to attain the business objectives.
The major functions of HRM in Posh Nosh Limited are as follows:
Human resource planning: This refers to analyzing the present and future workforce that is
required for the organization needs and operations. The culture, structure, and objectives of
the organization are formed with the human resource availability and planning. The primary
component of any organization is human resources, and that is decided by the HRM.
Therefore, planning is essential to every primary step of management.
Recruitment and staffing: In the concerned company, recruiting the right staff for the right
job and therefore, to achieve the business objectives, it is very much essential to look for the
skilled workforce with proper knowledge and experience.
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Employee development: Increasing the productivity is the main motive of the organization,
and that can be enhanced by developing the opportunities for the employees to grow and
flourish. With the constant change of technology and approaches, it is an absolute
requirement of keeping the employees trained and updated with new things that will boost up
the whole organizational functioning.
Compensation: Posh Nosh Limited seeks to provide a handsome amount of remuneration to
their current employees for keeping the encouraged to work better for the organization. This
strategy not only satisfied the current employees but also attracts the new bunch of candidates
who can serve well to the company. Awarding bonus and rewards are the motivational
elements that enhance the working interest and commitment of the employees towards the
company and organization goals.
Employee Maintenance: In order to fulfill the organizational objectives and achieve the
goals, employees who are the developers of the company are provided with better
motivational strategies, so that their mental and physical health remains balanced and not
stressed. Posh Nosh greatly focuses on this factor.
1.3 Evaluate the role and responsibilities of line managers in human
resource management
The line managers are responsible for controlling and exercising the work of the subordinates
in achieving the goals of the company. In Posh Nosh Limited, there is the lesser requirement
of highly trained staffs because it is an SME and hence, the line managers here, perform their
personnel duties quite well.
Four aspects of the line managers’ role in HRM of Posh Nosh Limited are as follows:
 Implementing: This refers to the implementation of HRM policies in operating with
employees like rewards and performance appraisal.
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 Enacting: This is the execution of the planned strategies and policies to enhance the
performance effectiveness of the employees.
 Leadership: This refers to the interpersonal skills of the managers that motivate and
influences the employees to work and guide them to work efficiently and correctly.
 Controlling: Line managers control the employee behavior.
The responsibilities of the line managers of Posh Nosh Limited are as follows:
 Hiring appropriate candidates for the right job.
 The orientation of newly selected candidates.
 Training the employees.
 Ensuring performance efficiency from the candidates.
 Creating creative co-operation and the smooth working environment.
 Executing the policies and procedures of the organization.
 Employees’ personal development.
 Maintenance of morale of the departments.
 Employees’ health and physical protection.
1.4 Analyse the impact of the legal and regulatory framework for human
resource management
The legal framework of the Human resource management differs in different parts of the
world. Certain rules, laws, and regulations have to be maintained by the company where it is
situated, and Posh Nosh Limited follows the UK government laws.
 Trade Dispute Act 1906: It seeks to maintain the employees' relation harmony and to
solve any misleading situation for both the parties as per laws.
 Factories Act 1883: This act seeks to provide healthy measures, safety, and employee
welfare policies.
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 Employment Rights Act 1996: It focuses on the provision of proper remuneration to
the employees and prevents unjustifiable disputes.
 Public Contracts Regulation 2015: It focuses on improvisation of old skills by
theoretical and practical training.
 ICESCR 1981: This refers to the act of women and child welfare and health care
when the women are not able to work due to pregnancy or health conditions.
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Task 2:
LO2: Understand how to recruit employees
2.1 Analyse the reasons for human resource planning in organizations
Ioana Laura Marinescu
HR Manager
Posh Nosh Limited,
London.
Carmela Williams
Chief Executive Officer
Posh Nosh Limited,
London.
Ref: Significance of the human resource planning to Posh Nosh Limited
Introduction
This is a formal report highlighting the dynamism of human resource strategies and planning
in the organization like Posh Nosh Limited.
Posh Nosh Limited is operating multiple sites in the country itself, and thus, they need
professional human resource management strategies to cope up with the developing stage.
However, the organization size makes it easier to operate the management functions and the
basic works. There are ten outlets and 100 employees, and therefore, this matter currently
needs attention. The company is going to provide proper employment facilities and
remuneration to the workers and will also look into the matter of work deficit events. Backing
up with enough number of candidates to cope with the falling situation is an essential
function of the HRM team of Posh Nosh Limited. Human resource planning is going to create
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good opportunities for their employees, satisfy them and will be recognized by a massive
exposure.
2.2 Outline the stages involved in planning human resource requirements
There lie numerous stages of the human resource requirements in Posh Nosh Limited and that
are as follows:
Human resource assessment: Primarily, we analyze the requirements of the human resource
in the organization. This is done through analysis of available resource efficiency and
potential. This provides valid data and information regarding making choices with
employees' vision and their performance reports expecting to generate competitive advantage
in the market.
Demand forecasting: Following to assessment, we analyze the demands of the requirements
of human resource. If there is a need for new employees, we will hire them keeping in mind
the market advancements and demand and supply policy of economics. We will train them
and make them experience to make our objectives fulfill.
Supply forecasting: The supply of human resources is one more credential factor deciding
the availability of human resources in the time of need. Thus, we go through the requirements
of the market as well as the company to make sure the demand and supply policies and not to
be in a state of unfair progress.
Action plan: The hiring of efficient and effective human resources needs a solid and
adequate action plan. Posh Nosh Limited needs proper execution planning making the
process dynamic with the numerous channels of human resources. Interdependency and
reliability of the employees and company generate trust leading to better organizational
operations and satisfaction with comfort.
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2.3 Compare the recruitment and selection process in two organizations
The other company taken here for comparing with Posh Nosh Limited is McDonald’s.
Procedures Posh Nosh Limited McDonald
HRM process They have a small business
set up yet with ten outlets
and 100 employees that need
efficient management. This
will help to be progressive
and be dynamic.
They have huge management
set up, and thus, the channels
of the HR are widely
established.
Recruitment Screening and personal
interviewing.
Screening, written tests, and
personal interviews.
Selection The direct method of choice. Pre-hire and new hire
orientation.
Training Numerous training facilities
are focusing on the business
development.
Huge bases of training were
focusing both on business
and employment
development.
2.4 Evaluate the effectiveness of the recruitment and selection techniques
in two organizations
The effectiveness of the recruitment and selection procedures of both Posh Nosh Limited and
MacDonald are stated as below:
Posh Nosh Limited
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Recruitment and selection techniques of this company are less professional and immature.
The company needs to work much in this sector and mainly on the human resource planning
attributes. This will help the organization to stay sustainable in the market and perfect.
 Recruitment: The procedure is reflective and effective because they are using the
requirement from screening where they can eliminate a huge bunch of inefficient and
ineligible candidates. Following the shortlisting of candidates, personal interviews are
taken to filter the most eligible and efficient candidates.
 Selection: They provide direct methods of selective making it dull and void.
Orientation for pre-hire and new hires should be incorporated, and that helps in the
acquaintance of the resources.
 Training: Adequate training facilities are provided by the company that is oriented
with business development. However, the company should also focus on employee
development also.
McDonald
The procedures for recruitment and selection of this company are highly organized and
efficiently dynamic.
 Recruitment: They follow a disciplined process of recruitment by assessments,
written tests, and aptitude test followed by personal interviews and screening.
 Selection: They provide orientation to pre-hire and the new hire that is efficient for
the procedure.
 Training: The Company seeks to provide both business and employee development
making the process very effective.
Conclusion
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Finally, I would like to conclude my report stating that our company Posh Nosh Limited is
prospective and progressing. If we are facilitated with proper channels of human resource, it
will help us to build prospective and potential future arrangements, making it dynamic and
flexible for the organization.
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