Human Resource Management Report: Posh Nosh Limited Case Study

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the case of Posh Nosh Limited, a fast-food enterprise. The report begins by differentiating between personnel management and HRM, highlighting the broader scope and strategic importance of the latter. It then explores the functions of HRM in contributing to organizational goals, emphasizing recruitment, selection, orientation, and training. The roles and responsibilities of line managers in HRM are examined, followed by an analysis of the legal and regulatory framework's impact. The report further delves into human resource planning, outlining its importance, stages, and the recruitment and selection processes. Motivational theories, reward systems, and job evaluation are discussed in detail, along with methods for monitoring employee performance. Finally, the report addresses reasons for employment cessation and the impact of legal frameworks on such arrangements, concluding with a summary of key findings and recommendations for Posh Nosh Limited to optimize its HRM strategies for growth and success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.1 Differences between personnel management and human resource management..........1
P1.2 Function of the human resource management in contributing to organisational purposes
................................................................................................................................................2
P1.3 Various Roles and Responsibilities of Line managers in human resource management3
P1.4 The impact of the legal and regulatory framework on human resource management...3
TASK 2............................................................................................................................................4
P 2.1 Reasons for human resource planning in organisation..................................................4
P2.2 Stages involved in planning human resource requirements...........................................5
P2.3 Comparison of the recruitment and selection process in two organisations..................6
P2.4 Evaluation of the effectiveness of recruitment and selection techniques in two
organisations...........................................................................................................................7
TASK 3............................................................................................................................................7
P 3.1 The link between motivational theory and reward........................................................7
P 3.2 The process of job evaluation and other factors that determines pay...........................8
P 3.3 Effectiveness of reward systems in different contexts..................................................8
P 3.4 The methods organisations use to monitor employee performance..............................9
TASK 4............................................................................................................................................9
P 4.1 Reasons for cessation of employment with an organisation.........................................9
P4.2 The employment exit procedures used by two organisations......................................10
P4.3 The impact of the legal and regulatory framework on employment cessation
arrangements.........................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is one of the key as well as primary functions which are
responsible for proper functioning of a business. It refers to management of human capital of a
company, and it involves making arrangements for giving them better working environment as
well as making sure that their rights are also secured. Posh Nosh Limited is a small and a
medium enterprise, which is engaged in the business of serving fast food in London, the
company is growing substantially and therefore it is seeking to recruit people for the purpose of
managing its ever growing Human resource team. Human resource management is a operation in
a company that is designed to maximise the performance of employees so that the aims an
objectives that has been set by the employer can be achieved (Morgan, 2013). More precisely it
can be said that HRM focuses on Management of people within companies. It can be stated as
the process of recruiting, selecting employees, giving proper orientation as well as induction,
also imparting proper skills in them by giving those right kinds of training and developing skills.
HRM also includes employee assessment like performance appraisal, encouragement, proper
compensation benefits etc. In this report a detailed discussion will take place as to how Posh
Nosh limited can benefit from adopting right kind of HR practices in its working.
TASK 1
P1.1 Differences between personnel management and human resource management
The main difference between Human resource management is about its scope, personnel
management has a narrow scope than human resource management. In personnel management
workers are seen as a tool. The aim is to manipulate the behaviour of workers, and to replace
them when they worn out (Kerlinger and et. al., 2013). On the flip side, Human Resource
Management has a much wider scope and it considers its employees as an asset to the
organization and therefore will have a different impact on the organization and its workings. It
aims at promoting mutuality in terms of goals, rewards as well as the responsibilities etc. All
these things will help in enhancement of economic performance of the organization and it will
also lead to an high level development of Human resource of organization.
Basis for Comparison Personnel management Human Resource Management
Meaning It refers to management of the work
for of the organization it defines the
relationship of the work force with
It is that branch of Management that
focuses on the most effective use of
the available manpower of an
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entity. organization, to achieve it goals as
well as objectives.
Approach It has a traditional approach. Modern Approach
Treatment of Manpower Machines and various tools They are being treated as asset of the
organization.
Type of Function Routine Strategic
Role of Management Transactional role Transformational Role
Focus Activities like Hiring, remunerating,
training as well as harmony.
Treatment of Manpower as a valued
asset, they have to be valued and
preserved from the point of view of
organization.
P1.2 Function of the human resource management in contributing to organisational purposes
An organization has various purposes some of the primary purposes of organization
includes growth and profitability for this purpose posh nosh Limited wants to hire best possible
Work force wit talent and skills so that contribute in achieving aims and objectives of the
company and enables it to increase its profitability over period of time (Salvendy, 2012). The
main role of human resource department is to make sure that there is proper working
environment for workers within the company and the workers and employees are satisfied with
the facilities and amenities provided to them so that they can get a sense of belonging for the
organization and they will start to work for growth and development of organization. The other
purpose of Human resource management includes:
 Recruitment and selection: The human resource department of a company make sure
that People with goods skill and talent are recruited for the company (Mitchell, 2013).
For this purpose the manager will give an offer for recruitment, various people who will
apply in the offer will be analysed and then a proper selection is made of eligible
candidates who will match the job specification.
 Orientation: It basically means making employees to adjust according to the employer
and new job. It is a crucial step that every human resource department should take so that
there can be a good orientation of recently recruited employees and workers.
 Maintenance of Good working Condition: It is the fundamental right of employees to
get a good and hygienic working condition from employer and it is duty of human
resource department to ensure that there is good working condition at the workplace that
will motivate employees to do well (Drucker, 2012).
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 Training and Development: It involves proper training and development the employees
that will be recruited in Posh Nosh limited, so that they will be able to serve customers
well and will also leads to an enhancement in skills and talent of all employees.
P1.3 Various Roles and Responsibilities of Line managers in human resource management
A line manager is a person in an organization who directly manages other employees and
workers of the organization. He is rest with various responsibilities regarding management of
employees and making sure that the best can be drawn out of them.
Some of the various responsibilities of a line manager include:
 Recruitment as well as hiring talent for the purpose of filling team positions.
 Providing training and necessary support to new hired and recruited peoples.
 Providing various types of coaching to individuals so that they will be able to know their
job role better and can provide their best for the growth and development of organization.
 Ensuring proper communication among all the departments and employees so that task
can be completed efficiently and productivity can be enhanced in proper ways.
 Line manager is also responsible for making sure that all the processes within the
organization is working efficiently and there are no idle times which may result in less
productivity for the organization.
The line mangers are rest with various other responsibilities in proper functioning of a business
(Stahl and et. al., 2012). Posh Nosh Limited is small and medium scale company and is working
on a simple structure and not a Divisional structure and therefore there might not be any line
manager, but the company will soon feel the need to put line managers to bring the best out of its
operations as well as for proper management of its work force.
P1.4 The impact of the legal and regulatory framework on human resource management
The legal as well as regulatory framework has a direct impact on the overall working of
the human resource of a company. The legal framework involves the laws relating to workforce
which is prevailing in the country, like minimum wage act, minimum bonus act, regulations
regarding working conditions that needs to be provided by the organization to its employees etc.
The various types of laws that have the direct impact on the working of companies are as
follows:
Federal Laws: It covers the whole scope of employees and their working starting from their
hiring to their termination (Carter and Liane Easton, 2011). It is the law framed by the
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government in the parliament and it aims at ensuring that rights of employees and labours are
protected and they are not harassed or manipulated by the employer in any way.
State Laws : There are different kind of state laws as well which governs that particular state in
the country and it carries different aspects of employment such as posting requirements,
employer notice to employees for the purpose of termination, medical leave policies etc.
International Laws : There are various international laws as well which aims protecting human
rights and it make sure that there is no violation on the part of employer regarding provision of
working conditions that needs to be provides to employees, their minimum salary, bonus,
promotion, working hours etc. Usually it is framed by United Nations and is applicable on all
countries all over the world (McWilliams and Siegel, 2011).
TASK 2
P 2.1 Reasons for human resource planning in organisation
Human resource is a very crucial strategic asset for any company and is therefore very
important that a organization should manage it effectively to get the best possible outcome from
the same. The various reasons of planning human resource can be summarised as follows:
 For proper and effective management of the human resource of an organization.
 For the purpose of recruitment and selection of best possible talent for the company.
 To compete effectively with the competitors.
 To abide with the rules and regulations of governments regarding human resource it is
essential that work force of the company is planned well and effectively.
If there will be proper planning for management of human resources of the company, they will
be able to give their employees the best possible facilities which will retain them for longer term
and will ensure that labour turnover remains at minimum level possible.
P2.2 Stages involved in planning human resource requirements
Posh Nosh limited follows a process for the purpose of planning its Human resource
management. There are various stages that are being involved in planning of human resource
requirements, these are discussed as follows:
 Analysing the main objectives of organization : The target to be accomplished in future
in different fields, for example, creation, advertising, back, extension and deals gives the
thought regarding the work to be done in the association.
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 The current inventory of Human Resource: From the refreshed human asset data
stockpiling system, the present number of representatives, their ability, performance and
potential can be dissected. To fill the different activity necessities, the inward sources
(i.e., representatives from inside the association) and outside sources (i.e., applicants
from different arrangement organizations) can be assessed
 Forecasting what will be the demand as well as supply of human resource : The HR
required at various positions as per their activity profile are to be evaluated. The
accessible interior and outer sources to satisfy those necessities are additionally estimated
(Mithas, Ramasubbu and Sambamurthy, 2011). There ought to be legitimate coordinating
of expected set of responsibilities and employment detail of one specific work, and the
profile of the individual ought to be appropriate to it.
 Estimation of the Gaps in Manpower: Correlation of human asset request and human
asset supply will furnish with the surplus or deficiency of human asset. Deficiency speaks
to the quantity of individuals to be utilized, though surplus speaks to end. Broad
utilization of appropriate preparing and advancement program should be possible to
overhaul the abilities of representatives. This will also make sure that companies are not
overspending in terms of its Manpower.
 Formulation of An action plan related to Human Resource: The human asset design
relies upon whether there is shortage or surplus in the association. Accordingly, the
arrangement might be settled either for new enlistment, preparing, interdepartmental
move if there should be an occurrence of deficiency of end, or wilful retirement plans and
redeployment in the event of overflow.
 Monitoring, Control as well as feedback: It chiefly includes execution of the human
asset activity design. HR is apportioned by the prerequisites, and inventories are
refreshed over a period. The arrangement is checked entirely to recognize the
insufficiencies and expel it. Examination between the human asset design and its real
execution is done to guarantee the fitting activity and the accessibility of the required
number of workers for different employments.
P2.3 Comparison of the recruitment and selection process in two organisations
Every company follows a different kind of procedure for the purpose of recruitment and
selection of employees and overall work force for themselves. The policies are differed and are
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based on the various requirements of organization after proper assessment of work force, its
needs as well as demands (Abdelhak, Grostick and Hanken, 2014). The two organizations that
has been selected for this purpose is Posh Nosh Limited and Tesco PLC. The phases in
connection to the technique for enrolment and determination in regard of the two organizations
are specified as under,
 Identification of Vacancy
 The position which is vacant, a description about those is developed.
 Development of a plan for the purpose of recruitment.
 Selection of a search committee.
 Implementation of the plan which has been developed by the management.
 A Re-Evaluation is made of the candidates who have been selected.
 Interviews are taken for the selected candidates.
 Selection of Manpower for the purpose of hiring.
 After the above process, Recruitment is finalised.
The recruitment as well as selection process of Posh Nosh Limited:
After the applications are received and the last stage gets finished, chosen candidates will show
up for the procedure of meeting in the organization. The enrolment and determination group will
pick the most appropriate candidate from the different applications that were received. In the
wake of choosing which applicants will get chose for the required posts, the data will be sent to
the hopefuls with respect to their enrolment and determination and after that they will be given
the letter of arrangement to start their activity in the organization. At that point, there will be
conducted an assessment relying upon the result that will be done and will require the
advancement of the conditions in regard of the expected enlistment and determination strategy.
The other selected organization is Tesco Plc it uses the same kind of selection process but with a
considerable less circumstances. The main difference between the programmes of both
companies is that Tesco Plc recommends a three week’s Induction phase for staffs that are being
presently recruited by the company. Tesco Plc also does not send any e-mails to candidates
which have not been selected during the stage of screening.
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P2.4 Evaluation of the effectiveness of recruitment and selection techniques in two organisations
The Two organizations which has been selected for this purpose are Posh Nosh Limited
and Tesco Plc. As far as thee the recruitment process which is more effective and efficient, Tesco
Plc will going to have advantage as it is a very big organization in comparison to Posh nosh
limited and it is having more employee strength, the need evaluation of human resource can be
done in a very precise as well as proper manner. Tesco plc is no doubt have an edge over posh
nosh limited in terms of efficient process and procedure that is being followed by the company
for the purpose of recruitment and selection of employees and the general manpower. Tesco Plc
is quite big in size and its manpower requirement differs from Posh Nosh Limited and therefore
it can be easily said that Tesco Plc is more professional in their process of hiring people that
Posh Nosh Limited and it should make some necessary changes in its process of recruitment as
well as selection.
TASK 3
P 3.1 The link between motivational theory and reward
There is a direct link between the kind of motivation theory adopted by the organization
for the purpose of motivating employees and the reward which is generated from such theory
(Foss, 2011).Companies use both positive as well as negative reinforcement for motivating its
employees. Managers at Posh Nosh Limited believe that positive motivation techniques helps
employees to produce more and a better quality of work. Posh nosh limited has a strategy to
choose employee of week, month, and year to encourage and motivate them to perform even
well in future. This kind of technique and strategy will help other employees to do well in their
work and it also praises current employee.
Yet another way of motivating employee is through rewards, accompany from time to
time can give various tangible rewards or praise. For example, a sales department will give a
monthly bonus to its dedicated employees for performing exceptionally well in work.
P 3.2 The process of job evaluation and other factors that determines pay
Job evaluation is a systematic process to define the real worth of a particular job. It
basically means that what is the importance of that particular job in the organization is
determined and on that basis the pay structure and grading for that particular job is determined.
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Job evaluation is a very critical as well as extensive process and the management should
communicate the importance of such process to employees way before. The organization
chooses the job from every department which is required to be evaluated. Then the selected job
basically goes through a investigation by the committee (Fernandez and et.al., 2012). Next, the
committee then decides the method for the purpose of job evaluation. There are two types of
method of job evaluation; these are Analytical as well as Non- Analytical.
The various factors that determine pay are as follows:
 Size of that particular organization
 The level of seniority of employees.
 Skills and experience of particular person.
 Industry in which the organization prevails
 The individual Performance of employees.
P 3.3 Effectiveness of reward systems in different contexts
Reward system is a very effective way to motivate employees to perform well in their
job. Some of the ways to reward employees include giving those bonuses, salary raise, gifts,
compensation as well as promotion. These rewards are called extrinsic rewards. There is another
types of rewards, these are intrinsic rewards and it includes feedback, relationship, recognition as
well as trust. Posh Nosh Limited follows extrinsic reward system more than intrinsic reward
system (Ellison and Boyd., 2013). It believes in offering various tangible benefits to its
employees based on their job performance and work done by them. Reward System boosts profit
and it opens up opportunities for company to make higher profits because employees will be
working honestly and carfully to achieve the goals of organization.
P 3.4 The methods organisations use to monitor employee performance
Posh Nosh limited has a work force of very dedicated workers and the company is also
quite actively reward them for their work (Bakker,2011). The company uses various ways and
methods to measure the performance of employees and on that basis it appraise their
performance. Some of the ways to judge performance of employees includes:
 Punctuality: It refers to the level of punctuality that employees have regarding their work,
when they arrived at office, when they complete their work etc.
 Work Quality: The qualities offered by these employees also matters a lot to measure the
overall performance of employees.
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 Personal Habits: The Personal habits that employees usually carry will have a
determining impact on the performance of employees.
 Survey from other employees: A survey can be made from other employees regarding the
behaviour and attitude of a particular employee to measure his performance at the work
etc.
TASK 4
P 4.1 Reasons for cessation of employment with an organisation
An employee leaves an organization for various reasons. It can be personal and
compulsory and sometimes it can be from the side of company itself. There are two ways
through which an employee can leave the company, first is Voluntary resignation, under this the
employees resigns by his own and it can be because of any personal reasons such as spending
time with family, health issues, voluntary retirement etc. Another way is termination from the
side of company itself, there are various reasons why a company would terminate a individual,
these are :
 Failure to follow company policy.
 Violence in the premises.
 Harassment of other employees.
 Not following company policy etc.
P4.2 The employment exit procedures used by two organisations
The two organizations that has been take for this purpose is Posh Nosh Limited and
Tesco Plc. Both the organization usually follows the same kind of procedure for giving a exit to
employees who are leaving the organization. Prior to the representative's last day ask for a letter
of abdication. This letter gives documentation of the representative's goal to leave, enabling the
division to post and refill the position all the more productively. It ought to contain the most
recent day of dynamic work, the most recent day on finance, and the explanation behind taking
off (Shuck, 2011). Posh Nosh limited is a medium scale company and therefore it treats its
employees as a family member and it arranges various programs for them, if they are leaving
after rendering service to the company for a specified period. Tesco Plc, on the other hand is a
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big organization and therefore is quite professional in their workings as well as arrangements to
give exit to its employees.
P4.3 The impact of the legal and regulatory framework on employment cessation arrangements
Huselid led look into the effect of human asset administration hones on organization
execution and found that, if firms expanded their elite work rehearses; the outcome was
noteworthy, diminishments in worker turnover and huge increments in efficiency and benefits. In
a further report, he concentrated on the vital effect on investor estimation of superior work
frameworks and found that organizations that received elite work frameworks had fundamentally
more elevated amounts of execution than those which did not, despite the fact that the
examination did not recognize unequivocally how such a framework makes, to the point that
esteem (Pierce and Aguinis, 2013). The legal and regulatory framework that prevails within a
country will going to have a huge impact as to how the cessation arrangements and policy of a
company will shape. The laws state that there should not be any due left be it monetary and non -
monetary which the company have to pay to its employees, when they leave the organization.
Therefore these laws have to be abided by the company and it can’t be broke otherwise it may
attract heavy penalties on companies.
CONCLUSION
From the above report it can be concluded that Human Resource is a very crucial part of
any organization and it is of paramount importance for the organization that it manages its
Human resource in an efficient as well as effective manner which will enhance productivity and
profitability of the organization. Such steps will also ensure that employee is motivated to work
for company and there will be a reduction in labour turnover because employees would be keen
to work in the company and will put their honest efforts. An organization should make sure that
there is proper process as well as procedure for recruitment, selection and hiring of employees so
that best possible talent can be recruited for the company and will make it easy for management
to grow the business. There are various theories which are in place that can be used to effectively
motivate individuals and employees within the company to give their best in work. The company
should make sure that there is proper appraisal and incentive system which is in place within the
company so that employees and individuals will perform well to get the benefit of the same.
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