Human Resource Management Assignment: HRM and Tarmac Analysis

This report offers a comparative analysis of personnel management and human resource management, highlighting their key differences and emphasizing the shift towards a more strategic, employee-centric approach in HRM. The report then examines the application of HRM principles within Tarmac, exploring how the company aligns its HRM practices with its operational and organizational goals, including performance management, employee engagement, and adherence to relevant legal and regulatory frameworks. It also details the responsibilities of line managers in HRM, focusing on employee engagement, performance appraisal, and disciplinary actions. Furthermore, the report identifies the key legal and regulatory frameworks that influence HRM practices, such as the Sex Discrimination Act, Race Relations Act, Disability Discrimination Act, Equal Pay Act, Employment Act, and Work and Families Act, ensuring compliance and ethical standards in all HR processes. This analysis provides a comprehensive understanding of HRM in practice.

Human resource
management
Task 1:
Difference between personnel management and
human resource management (LO1)

Factors Personnel development Human Resource
Development
Approach Traditional
Emphasis on norms and
rules
Modern
Stress upon values and
organisational goals
Sphere of
application
Workforce planning,
recruitment, task
evaluation, performance
assessment, payroll
management, adhering to
Labour law and training
All scopes mentioned for
personnel in addition to
leadership, employee
motivation and shared value
development
Differentiation personnel management
from Human resource management
[1.1]
Table 1: Basic difference between personnel management and
HRM
(Source: Jiang et al. 2012, p.1264)

Treatment
of
workforce
As inputs to
corporate
process
As valued asset of
the company
Leadership
style
undertaken
Transactional Transformational
Payment
criteria
Job evaluation Performance
assessment
Communica
tion
Indirect, one way Direct, generally both
way
Differentiation personnel management
from Human resource management [1.1]
Table 1: Basic difference between personnel management and
HRM
(Source: Jiang et al. 2012, p.1264)

Operational purposes HRM functions to meet the
purpose
Maintenance of its position as a
market leader within United
Kingdom
Tarmac focuses on recruiting skilled
and most efficient employees for
addressing consumer needs
Reducing price of its product
further cost reduction, possible
only through enhanced
operational efficiency
Increase efficiency of staff through
proper training measures and
monitoring processes
Acknowledge and act upon its
responsibilities regarding
maintaining safe and sustainable
performance
Establishing awareness among the
staff members about environmental
responsibility of the company and
employees and setting organisational
rules accordingly
Contribution of human resource
management to organisational purpose
of Tarmac [1.2]
Table 2: Organisational purpose of Tarmac and contribution of
human resource functions to it
(Source: Tarmaccareers.com, 2015)

 According to Daley, (2012, p.122), line manager of a business
organisation plays significant role in motivating and engaging
employees in organisational development process. The basic
responsibilities of a line manager of Tarmac are as follows:
 Engaging employees
 Appraising performance and assigning performance related
rewards
 Disciplining employees
 Availing assistance in need of expertise
It is the responsibility of the line manager to monitor the
performance as well as evaluate capability of the employees for
assigning scope for development to the deserving staff
(Tarmaccareers.com, 2015).
Responsibilities of line manager in
human resource management [1.3]

 While managing human resource of the company Tarmac needs
to abide by certain legislative acts to ensure legally sound
human resource practices of the company. For example,
 Sex Discrimination act 1997
 Race relations Act 1992- amended in2002
 Disability Discrimination act 1995- amended in 2005 (Gov.uk,
2015).
 Equal pay act 1970
 Employment act 2008
 Work and families act 2006 (Legislation.gov.uk, 2015).
 It also needs to ensure that minimum wage policy of European
Union is followed while determining salary of the recruited
employee.
Legal and regulatory framework as
determinants of human resource
management [1.4]