Human Resource Management Report: Whole Foods Market and Coles

This report provides a comprehensive analysis of Human Resource Management (HRM), contrasting the practices of Whole Foods Market and Coles. It begins by differentiating between personnel management and HRM, illustrating the concepts with examples from both companies. The report then delves into HRM functions, particularly how they facilitate Whole Foods Market's goals, including recruitment and selection strategies, and how line managers contribute to these functions. It examines the impact of legal and regulatory frameworks on HRM. The report also addresses human resource planning, recruitment processes, and compares recruitment techniques. Furthermore, it explores employee reward systems, motivation theories, job evaluation, and performance monitoring methods. Finally, it covers mechanisms for employment cessation, including termination procedures and the effects of legal frameworks. The report offers insights into the practical application of HRM principles in a real-world business context.

Human Resource Management
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Contents
Introduction:...............................................................................................................................................3
Task 1: Differentiate between personnel management and human resource management......................3
1.1Distinguish between personnel management and human resource management by providing
examples of Whole Foods Market and Coles:.........................................................................................4
1.2. The functions of human resource management for facilitating Whole Foods Market in attaining its
determination:........................................................................................................................................5
1.3. The line manager’s role and responsibilities in Whole Foods Market and the way it supports
functions of human resource management: ..........................................................................................5
1.4. The lawful and regulatory framework and its effects on human resource management:...............6
Task 02: Human resource planning:............................................................................................................7
2.1: Whole Foods Market reasons regarding the human resource planning:..........................................7
2.2: Human resource recruitment planning the stages adopted by Whole Foods Market:.....................7
2.3: Whole Foods Market comparison of recruitment and selection procedure with firms like John
Lewis, M&S or Salisbury etc:...................................................................................................................8
2.4 Effectiveness of the recruitment and selection techniques in Whole Foods Market:.......................9
Task 3: Reward employees to motivate and retain them:...........................................................................9
3.1: Link between motivation theory and its reward with and application of Case study:......................9
3.2: Process of job evaluation and other factors determining pay for Whole Foods Market: ..............10
3.3 Effectiveness of reward systems in different contexts to Whole Foods Market:.............................10
3.4: Methods Whole Foods Market use to monitor employee performance:.......................................11
Task 4: Knowing the mechanisms for the cessation of employment:........................................................12
4.1: Reasons for termination of Faisal’s employment contract with The Chicken Master:...................12
4.2: Research and description of the employment exit procedures used by the Chicken Master and
Whole Foods Market:............................................................................................................................13
4.3: Impact of the legal and regulatory framework on employment cessation arrangements with an
organization such as The Chicken Master if Faisal’s claim was proven to be true:................................14
Conclusion.................................................................................................................................................14
References:...............................................................................................................................................15
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Introduction:
In this rapid changing business environment, the HRM is the significance and the key means for
the firm of any kind. With the passage of time, the HRM is becoming the crucial portion of the
management. The HRM shows the procedures of hiring, selection and at work the individual
development. The human resource management could be differentiated from the personnel
management regarding certain main problems such as the actions of managers. The effective
HRM makes sure the efficiency of the firm over a massive scale. However, the main activities
and functions are highly similar and many of the firms globally through several of these changes
from state to state and firm to firm. The human resource management activities mostly go
towards the aim of various firms (Boxall, 2012). There exist certain some aspects of HRM that
are highly significant for the firm such as workers, hiring, procedure of performance
management, T&D, benefits of workers, labor unions, motivations and the collective bargaining.
Related to the context of harm the strategic association currently is a usual focus for every firm
type. In the present scenario of due to globalization, the firms are high or low focused towards
the global business linked functions. There should be the management of the activities of human
resource management. The activities of human resource management there are lawful and moral
aspects, which are necessary that the workers will go to the firms. HRM highly assistance the
firm and the Whole Foods Market is seen as the best example for this. The report will focus over
the Whole Foods Market to look over their HRM practices.
Task 1: Differentiate between personnel management and human
resource management.
The human resource management is seen as vital and is considered as the most crucial part in the
management that is mainly focused over individuals and workers in the firm. The harm is
regarded by the tow of the methods. Initially for instance the HRM is seen as the functions of
workers and this impact is to ensure the helping the executives and the individuals engaged
under the manufacturing of the linked functions. On the other hand, the HRM could be identified
as the aspects of each worker task due to the firm when the executive unable doing their best and
the other worker do it in a better manner. In contrast, the personnel management is seen as the
structure for the purpose of recruiting and enhancing workers. This consists of analysis of job,
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planning related to the requirements of personnel, hiring and defining, salaries, wages, benefits,
and compensation.
Human Resource Management Personnel Management
It is one of the modern approach that is used by
the organisation that mainly engage in
managing and developing the human resources
in proper manner so that company can easily
meet their objectives.
On the other hand, personnel management is
traditional approach that only focuses on
managing the human resources so that they
may deliver effective services.
HRM focuses on considering human resource
as the key assets for the organisation that
results in engaging in training and
development activities.
On the other hand, PM consider human
resource as the key resource that is required for
accomplishing the objectives.
HRM function mainly focuses on collaborative
perspective in which all human resource of
organisation engage in taking decision for the
organisation.
PM focuses on allowing single authority to
decision for the organisation.
1.1 Distinguish between personnel management and human resource
management by providing examples of Whole Foods Market and Coles:
Definition: Personnel management is a conventional technique of handling individual in a
company whereas human resource management is a latest technique to handle workers as well as
their benefits in the company.
Explanation: The differences present between the human resource management in the larger
size firms and the personnel management under the smaller firms is widely observed regarding
certain main aspects such as the kinds of functions, the process of decision-making, worker
involvement and engagement, rate of worker turnover, motivation, workers' perception related to
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the future career goals. This could be considered as that personnel management is the portion of
the HRM. Under a smaller firm there could be certain individuals are hired regarding the usual
functions and the actions. There is a great emphasis over autocratic person is seen. The kind of
firm is focused more towards the aspects of motivation for the workers like it could be stationary
in each time. There exist not any workers' groups. The functions of pattern do not change very
much; hence, the executive is not highly focused towards the motivation. The proprietor in both
ways controls the workers involved in usual functions. Considering the firms such as Whole
Foods Market consist of many workers (Campbell, 2015). The Whole Foods Market includes
workers' groups in various parts for doing many of the tasks. Whole Foods Market management
is highly focused regarding the turnover rate of workers, motivation, monitoring, and image. The
management is grouped through executives of top and middle level, supervise executives, line
executives. Whole Foods Market consists of particular and rational corporate authority for the
management of entire actions of the firm. On the other hand, Coles consist of the HRM, which is
its necessary part. It also sees that the department development is the key step over which the
prospects of the firm are based. This is very necessary for the departments and particularly for
the global firms like Coles. At Coles the HRM consist of various benefits also various cons.
Coles makes effort to apply the standard policies and practice to its division, which are set by the
firm. Coles gets success in managing its Human resource management department effectively.
1.2. The functions of human resource management for facilitating Whole
Foods Market in attaining its determination:
Definition: In every firm, there are certain functions, which are serving the drives of the firms.
Hence the HRM plays a major role and necessary problem for firms, thus human resource
management consist of certain functions such as performance, recruitment and selection and
T&D.
Explanation: The recruitment and selection shows the entire set of practices by the sphere of
workers towards last procedure of selection (Guest, 2015). Under this category spherical, job
description, various viva voices or the written, the agreement and negotiation for the individual
selected. The training and development is linked with the basic learning related to the
information required for doing the tasks. The development of workers is also linked with the
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workers growth as the most successful for particular tasks. To focus over the Whole Foods
Market purposes the functions of HRM are having a crucial role. The Whole Foods Market
consists of a equal and particular policy of worker recruitment. The firm every time focuses over
the effectiveness and quality not on the amount. Whole Foods Market each time looks for the
workers, which talented, skilled and smart workers with equality. This strategy of recruitment is
mostly focused towards Whole Foods Market for making sure current profitability in the
marketplace. The Whole Foods Market consists of various specialized trainers, which provide
the training in an effective manner to the workers.
1.3. The line manager’s role and responsibilities in Whole Foods Market and
the way it supports functions of human resource management:
Definition: The responsibility of a line manages is to manage a team or individual workers.
Explanation: There is higher significance of the line manager’s responsibilities and roles in
Whole Foods Market are highly essential to gain towards the firm objectives. Hence, the main
functions have been performed through the line managers hence these managers needs to get
highly genuine, well behaved, well-informed and truthful. The image of Whole Foods Market
and its profitability in the marketplace is done through a powerful and highly particular system
of the management. The Whole Foods Market line manager’s responsibilities and roles are
highly particular. The line managers mainly control the assistants appropriately. The Whole
Foods Market line managers are highly accountable regarding the assistance and the solving
issues in usual functions about the assistants. Depending over the Whole Foods Market culture
and environment, there exist a powerful relation between the assistants and line managers
(Alchian, 2014).
1.4. The lawful and regulatory framework and its effects on human resource
management:
Definition: Since the start of 21 centuries, the firms and corporations and their objectives are
controlled through the particular and successful formal regulatory framework. This framework
effects over the entire firm's actions. The regulatory framework highly affects the unit of human
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resource management at the time when firms go global functioning for the performances of the
business.
Explanation: Considering the Whole Foods Market highly focuses and determined over the
discernment under the practices of human resource management related to lawful concepts about
the lawful framework (Hendry, 2009). The Whole Foods Market consists of human resource
management is effected through the lawful framework regarding the conflict of labour, the
relations of labour, work context of employee, compensation, firm behaviour for the workers.
The human resource management other portion is to be effected through the lawful framework is
a rational chance of the worker. Hence, the Whole Foods Market gets positively affected through
the regulatory framework as the firm every time makes efforts to gain the best through the
guarantee towards satisfying the regulations and rules related to the law. Knowing the methods
of workers are hired is highly main portion of firm linked information. In case the managers do
not consist of appropriate information related to procedure of recruitment the entire firm's
objectives could not be linked. Knowing the way towards the worker recruitment shows the
information about recruiting and selecting right workers for Whole Foods Market.
There are different legislation and regulatory framework designed by the UK government
it mainly include sex discrimination act, equality act etc. that directly impact the activities of
HRM function of the cited firm. For instance, with the implementation of Equality act it focuses
on maintaining equality among the men and women at the workplace. With the help of this act
HRM function of the cited firm would focuses on devising effective strategy that support in
maintaining equality among the male and female candidate. Furthermore, while devising the
compensation plan for the staff they may not engage in any sort of discriminatory practices on
the basis of gender.
Task 02: Human resource planning:
2.1: Whole Foods Market reasons regarding the human resource planning:
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Definition: The HR planning is seen as the procedure and method, which resolves the
requirements of the human resource of the firm. For firms of any kind planning is necessary
(Lance, 2014).
Explanation: When there is, no accurate planning any actions could be done accurately for
many of the scenarios. The HRM is the key aspect of firm hence significance of human resource
planning is highly necessary. There are certain significant reasons due to which Whole Foods
Market’ has performed the human resource planning. The first reason due to which Whole Foods
Market does the human resource planning made an effort to make relation between the policies
of the firm in the planning of human resource. The Whole Foods Market requires planning for
evaluating the recent human capital, identifying the labour demand, forecasting the supply of
future labour, identifying the workers, which are required, corresponding to the labour supply
and demand. Its planning of human resource for the control of human capital in a successful
manner assists the Whole Foods Market.
2.2: Human resource recruitment planning the stages adopted by Whole
Foods Market:
Definition: The stages of human resource recruitment planning includes recognizing vacancy as
well as determine the requirement for job, creating job specification, creating plan for
recruitment, selecting the employee as well as finalizing the recruitment.
Explanation: Regarding the planning of human resource recruitment, there exist certain stages
of standard, which have been adopted by Whole Food Market. These stages are mostly usually
related to the mid to large size firms. However, for gaining the competitive edge regarding the
human resource Whole Food Market is currently focusing over these stages in various manners.
In the globe of business, the Whole Foods Market highly regarded and reputed about its better
image regarding the procedure of workers selection and relationships of workers. Whole Foods
Market is required has acquired certain stages of recruitment success. Whole Foods Market
adopted the two key stages of the worker recruitment includes the firms meeting and sources of
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recruiting. Whole Foods Market has made all the efforts in keeping the sources of recruiting
through recommendations of worker, a source which is internal and the external sources includes
the agency of worker, promotion, campuses, college, university and the unsought candidates.
The firm meeting consists of the gathering of resumes, certain remarks, and viva voice and at
last the recruitment takes place (Purcell, 2012).
There are different stages in the human resource planning within While Food Markets it
mainly comprises of steps such as analyzing the current ratio of human resource within the
organization. After that management of organization focuses on measuring the demand and
supply of human resource within the organization. So, that in the situation of demand
management would hire more candidate. On the other hand, in the case of increasing supply of
human resource it focuses on terminating or transferring the unwanted staff. Another step in the
human resource planning include coordinating among the demand and supply of human resource
so that they can easily maintain the adequate level of human resource within the cited firm. The
last step in the human resource planning include preparing action plan related with hiring the
staff so that they can meet the required resources within the organisation.
2.3: Whole Foods Market comparison of recruitment and selection procedure
with firms like John Lewis, M&S or Salisbury etc:
Definition: the procedure for recruitment is recognizing the requirements of company to hire
individual whereas selection comprises of the procedure incorporating in selecting from
candidates an appropriate employee to fill the job position.
Explanation: The procedure of recruitment and selection is seen as the key problem related to
human resource management. Eventually the success is based over the procedure of recruitment
and selection of any firm. The procedure of recruitment and selection differs from state to state
and firm to firm. Certain of the differences have been seen between the John Lewis, M&S and
Salisbury and Whole Foods Market procedure of recruitment and selection (Venkatraman,
2010). Through observing, the history of Whole Foods Market is seen that Whole Foods Market
is high on fairness and does not discriminate under the procedure of recruitment and selection.
Whole Foods Market completely focuses over corporate governance. In addition, it makes
efforts towards the selection of potential candidates. The procedure of recruitment and selection
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of Whole Foods Market’ begins with the advertising and finishes with the demo campaigns. The
key differences have been observed between the John Lewis, M&S and Salisbury and Whole
Foods Market is in their procedure of the internal selection and also in the procedure of selecting
at the final stage.
2.4 Effectiveness of the recruitment and selection techniques in Whole Foods
Market:
Definition: Effective procedure for recruitment and selection goes for considering applicants for
the inside and outside of the company.
Explanation: In order to determine the efficiency of the recruitment and selection procedure for
Whole Foods Market, it is analyzed that the company has an effective system in comparison to
other companies. The method used by Whole Foods Market needs to make sure that all workers
should receive equal prospects for employment. Appropriate as well as needed workers are
chosen in this particular manner (Baums, 2013). Whole Foods Market has never gone for
favoritism concerning the procedure for recruitment and selection, which leads to performance
effectiveness. However, there are a number of issues emerged after inspection through viva and
test which might not always work in an appropriate manner. Concerning this, the procedure for
recruitment and selection on an internal basis might work in the right manner as with the help of
this method corrective recruitment can be possible to a considerable scale. The effectiveness of
the recruitment and selection techniques in Whole Food Market include that effective strategy
implemented within the organization results in selecting the competent and qualified personnel
that assists in rendering quality services that often meet the objectives of the company. Along
with this, another effectiveness of recruitment and selection technique is that it support the
company in overcoming the wastage and issue as competent personnel have adequate knowledge
regarding the job. Moreover, the effectiveness of recruitment and selection technique is that it
benefit the While Food Market in overcoming the activities related with discrimination.
Task 3: Reward employees to motivate and retain them:
It has been a significant complication now a day to motivate and retain employees, which
can be done through rewarding in an effective manner. Retaining and motivating workers are a
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significant concern for the sustainable progress of any firm. The company has a potential to
retain as well as motivate workers by ways of suitable systems for reward that needs to be
advantageous concerning the reduction in cost as well as talented workers along with the on-
lasting association with the employer.
3.1: Link between motivation theory and its reward with and application of
Case study:
Definition: In general, there is effective association present between the system for motivation
and reward. The company can motivate employees in different manners. Relevant system for
reward is considered as a key component to motivate employees (Deakin, 2014).
Explanation: Concerning the case study mentioned for task 3, it has been observed that the
fundamental requirements lead to bring a significant amount of motivation among the workers.
The fundamental requirements are the demands of the people. Typically, human beings have a
considerable amount of psychological wants comprises the demand to sense that worker are able
to perform something great, the employees want to be present in a team, they want to have been
respected and appreciated for their performance. All these requirements arrive from few
significant problems such as decision making, input to the group, promotion along with
performing a number of task (Collins, 2014). Virgin Media is a company which has an effective
devotion in order to fulfil the demands by way of worker involvement, job rotation as well as
employee input in making the right decision for the company that develops a powerful
association between employer and employee. Therefore, it has been assessed that there is
positive link between the motivational theory and reward as with the proper motivation
individual or employees may easily attain the reward for their performance.
3.2: Process of job evaluation and other factors determining pay for Virgin
Media:
Definition: There is a strong association present between payment and job evaluation. However,
the tactic for payment might differ from one company to another as well as one state to another
around the globe.
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Explanation: In number of firms, job evaluation is merely chosen as criteria for the purpose of
analysing employee pay scale. This is the case with a number of the small size companies;
however, large size firms incorporate few other elements along with the job evaluation as a
significant problem to analyse the compensation and payment method for employees (Brodie,
2012). Depending on the case of Virgin Media, it has been evident that there are three different
techniques adopted by the company for the purpose of job evaluation such as classification,
ordering as well as point method. The method of ordering is also referred as grading method
which comprising of broker representatives and management, organizing job from the highest to
lowest sequence.
There are different other factors that assists in determining the pay or wage at Virgin
Media that mainly include experience of the candidate, industry standard, seniority level of
candidate etc. all these factors support in determining the actual pay of the job. With the help of
these factor it support in increasing the pay structure of the candidate within the organisation.
For instance, if the seniority level of candidate is high then management focuses on setting the
high prices for their services that they render within the organisation.
3.3 Effectiveness of reward systems in different contexts to Virgin Media:
Definition: As stated by the professionals of HRM, there are four different kinds of systems for
rewarding employees that are used by a number of firms. They are successively monetary in
comparison to non-monetary rewards, intrinsic in comparison to the extrinsic system for reward,
complications related to organization, job enrichment, membership oriented in comparison to the
performance-oriented systems for rewarding employees (Barmes, 2015).
Explanation: The purpose for all the companies differs from each other. Therefore, there is no
universal system for rewarding employees, which is applicable to all the companies. The system
to reward is varied from one company to another. In case we want to determine the system of
reward for Virgin Media, it has been observed that the company is making use of the intrinsic
system for rewarding its employees, which brings profits for the company. The workers of
Virgin Media are delighted with the system of rewards followed by the company. The elements
of the intrinsic system for rewards assist the workers because this particular system for rewards
incorporates taking part in making right decisions for the company, large amount of autonomy,
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