Human Resource Management Report: Virgin Media HRM Analysis

This report delves into the core functions of Human Resource Management (HRM), differentiating between personal management and HRM, and highlighting HRM's contribution to organizational goals. It examines the roles and responsibilities of line managers within HRM, particularly within the context of Virgin Media, and analyzes the impact of legal and regulatory frameworks on HRM practices. The report further explores the reasons for and stages involved in human resource planning, comparing recruitment and selection processes and evaluating their effectiveness. It investigates employee reward systems, job evaluation, and performance monitoring, referencing Virgin Media's practices. Finally, the report addresses employee termination, including legal considerations and exit procedures, offering a comprehensive overview of key HRM areas. This report serves as a valuable resource for understanding HRM principles and their practical application.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
Introduction......................................................................................................................................3
Task 1 ..............................................................................................................................................3
1.1 Differentiate between personal management and human resource management.............3
1.2 Functions of HRM in contributing to organisations goals...............................................4
1.3 Evaluation of the roles and responsibilities of line managers in human resource
management............................................................................................................................5
1.4 Analysis of legal and regulatory frameworks impact on human resource management.. 6
TASK 2............................................................................................................................................6
2.1 Analysis of reasons for Human Resource Planning.........................................................6
2.2 Stages involved in planning human resource requirements.............................................7
2.3 Comparing the current recruitment and selection process in the organisation.................9
2.4 Evaluating the effectiveness of the organisation recruitment and selection techniques with
another organisation.............................................................................................................10
Task 3.............................................................................................................................................11
3.1: How to reward employees in order to retain and motivate them.................................11
3.2: Process of job evaluation and other factors..................................................................12
3.3: Effectiveness of reward system in Virgin media..........................................................13
3.4: Methods use to monitor employee performance..........................................................13
Task 4.............................................................................................................................................13
4.1 : Reasons for termination of Faisal termination and other reason for cessation...........13
4.2: Employment exit procedures........................................................................................14
4.3 : Impact of legal and regulatory framework on employment cessation arrangements...15
Conclusion.....................................................................................................................................15
.......................................................................................................................................................15
References......................................................................................................................................16

Introduction
The term Human Resource is used to describe both the people who work for an
organisation and the department that are responsible for managing the resource related to the
employee's. The term was introduced in the year 1960 when the value for employee's began to
gain attention. It is the function of the organisation to enhance the performance of the employee's
and make them ready so that they can achieve organisational goal. This assignment contains the
functions that HRM plays in connecting different departments of the organisation. The
differences between human resource management has been analysed. Also the emphasis has
been given on the roles and responsibilities of the line managers in effectively implementing the
HRM in an organisation. The different process and selection method of two organisation and
their effectiveness is also considered while making this report. The process of job evaluation,
reward system, motivational impacts of HRM and its different practices are also analysed. Lastly
the case study of Faisal and the exit procedure in the organisation are analysed accordingly.
Task 1
1.1 Differentiate between personal management and human resource management
Human resource management can be describes as a distinctive way of management which
seeks to achieve the competitive advantage through the strategies formulated and by motivating
the employee's (Armstrong, and Taylor, 2014). Personal management and HRM are based on the
same Objective. The aim of both the system is to manage the human resource of the organisation.
As they have similar purpose, the measures and the objectives of both the term are different. The
term HRM is derived from the term Personal management. The difference between Personal
management and human resource management are defined below:
Personal management Human resource management
The main aim of personal management is to HRM focuses on the development and

focus on administration, employee welfare and
building relation among labour.
maintenance of human resource in the
organisation.
Personal management takes workforce or the
employee's of the organisation as the input to
produce the desired output as specified.
HRM assume that employee's are the main key
to success of any organisation therefore value
them accordingly.
Personal management of employees undertakes
the personal function to satisfy the employee's
wants.
HRM takes administration function of the
employee's so as to achieve the desired goals.
The design of job is adequately done on the
basis of division of labour.
Under HRM the design of the work is done on
the basis of team work.
This plan provide employees with less training
and development objectives.
This provide employees with more training
prospective and development possibilities.
In this the decisions are taken by the top
management as per the rules of the
organisation.
In HRM the decisions are made together with
the employee's feedback and participation.
This plan focus on the increase in production
capacity and satisfying the employees needs.
This focuses on productivity and employee's
participation.
This concerns with personal manager This is concerned with all levels of managers
from upper most hierarchy to the lowest.
It is a function that is used regularly. It is function that requires formulation of
policy first and then implementation.
1.2 Functions of HRM in contributing to organisations goals.
Virgin media is a British company which provides telephone, television and internet
service in United kingdom. The headquarter of the company is in Hook, Hampshire. It has
approx 14,000 employee's. The people working in the organisation individually and collectively
contribute to the achievement of its objectives. Therefore some of the key functions of Virgin

media HRM are: Recruitment, Selection, Training and development (Alfes, et. al., 2013). These
are defined below:
Recruitment
Recruitment can be seen as the activity generating required number of job seekers. The
success of any organisation is dependent on the workforce that it recruits. So the HR department
should recruit the employee's having good work experience so that they are able to achieve the
goals prepared by upper management.
Selection
Selection of the candidate involves the screening process. This process ensures that those
candidate which are selected for the interview best fits the job requirement. Through the
selection process virgin media will be able to include the current talent within the workforce.
With the help of this function the organisation can improve the quality of current workforce and
can also accelerate the productivity (Aswathappa, K.E.M.A.L., 2013).
Training and development
By the help of Training and development process organisation can improve the
performance of the employee's. With providing them proper induction training and development
process the workforce can innovate new products and can help in achieving overall objective of
the organisation. This helps in shaping the individuals as per the requirement of the organisation.
1.3 Evaluation of the roles and responsibilities of line managers in human resource management.
The roles and responsibilities of HRM managers in Virgin media are crucial for
organisations success. In HRM system Line managers plays a significant role. In Virgin media
line managers are also known as the operation managers who perform certain roles and
responsibilities.
Various roles and responsibilities of line managers are:
 Selection and recruitment: The mangers are directly involved in the recruitment process
of HRM. In Virgin media the managers are involved in the recruitment process by
themselves so that the employee's which are recruited best suits the requirement.
 Performance appraisal: The managers have to make a plan that helps in performance
appraisal of the employee's by assessing the employee's behaviour and performance of

the individuals. In Virgin media the managers has build a programme that enables the
employee's to be motivated towards the pre set goals by rewarding them.
 Disciplining the employee's: it is the responsibility of the managers to ensure that the
workforce of the organisation adhere to the policies as created by the top management.
The managers should ensure that the employee's not following the policies and the rules
created by the top management should be punished and disciplinary action should be
taken on them.
 Employee Engagement: This is the concept that focuses on keeping workforce involved
in the job. It checks that no employee is sitting ideal and wasting the time. The managers
in the organisation are responsible for assigning the task to them. This helps the
organisation in increasing the efficiency and sales of the organisation.
1.4 Analysis of legal and regulatory frameworks impact on human resource management.
There are various legal and regulatory policies created by the government from time to
time that are related to the functions of HRM. These legal and regulatory frameworks provide the
guidelines to the management that should be considered while formulating the policies. The legal
and regulatory frameworks are:
 Health and Safety act: This act specifies the working environment within which the
employee should work. It focuses on the environmental components within the
organisation. The virgin media has to follow these laws and provisions so that proper
health and safety of employee's are maintained. The organisation should use sign boards
that depicts the doe's and don't while working on any machinery. This will help in
reducing the injuries and the accidents in the working environment.
 Discrimination act: This act specifies that the employee's in the organisation are not
discriminated. The employee's of the organisation should not be discriminated on the
basis of age, religion, sex, etc. The HRM process of virgin media uses this act in
formulation of policies so that there is no discrimination among the employee's (Bos‐
Nehles, Van Riemsdijk and Kees Looise, 2013).
 Equal pay act: This act provides that the wages of the employees should be equal and
should not be discriminated. The wages should be decided according to the employee's
talent and experience.

TASK 2
2.1 Analysis of reasons for Human Resource Planning
An organisation requires to be prepared for the future to be successful, and this could be
ensured by HR Planning. HR planning is a systematic analysis which ensures that there are
enough number of employees, having necessary skills, available in an organisation whenever
they are needed. While making a plan the HR managers should be clear about the goals and
objectives which are to be achieved by the recruitment of the employees.
Reasons of HR Planning
The main reason for HR planning is to ensure that the company always has a set of
candidates who can be hired whenever the organisation needs to fill up the new positions, this
ensures that the time and productivity consumed in hiring could be saved (Bratton, and Gold,
2017). It allows an organisation to compete without losing time taken in an employee's departure
and hiring a new candidate, that is, it does not weigh the organisation. The other reasons for why
HR planning holds significance in an organisation are listed below:
 The first reason is growth, as the main aim of an organisation is to financial gains
and for ensuring that the organisation should have eligible qualified candidates
ready to take up the new positions.
 The other reason is change, which means the HR department should be ready to
incorporate changes and be able to recruit for the company to cater the
organisation's needs.
 Another, important factor is technology as an organisation needs to be up to date
with the changing technology to have an edge and it is required by the HR
department that they plan for training the employees for the same.
Therefore, the Finance manager, acting as the HR manager of the organisation Virgin
Media needs to consider goals and organisational requirements before HR planning.
2.2 Stages involved in planning human resource requirements
The effective HR planning ensures that the rightful candidates with suitable qualifications
are recruited for the job. The HR planning requires developing an organisational objective for the
selection of desired candidates through the process. The steps involved in HR planning are as
follows:

Source: Human Resource Planning, 2014
 Analysing organisational objectives: The future objectives which are to achieved by an
organisation provides an idea about the work and the HR department could plan
accordingly.
 Inventory of present human resources: The department has an updated information
storage system and uses internal and external resources for carrying on with the planning.
The internal includes the employees in the organisation whereas the external consists of
the candidates from various placement agencies, these are analysed to fill the positions as
they are created (Brewster, and Hegewisch, 2017).
 Forecasting demand and supply of human resource: The HR department analyses the
candidates which match the job specification and are suitable for that particular job. They
analyse the internal and external sources for selecting the suitable candidates.
 Estimating manpower gaps: A comparison is drawn between the demand and supply of
the human resources which helps in determining whether there is surplus or deficit and
Figure 1: Steps in Human Resource
Planning

accordingly planning for training programmes could be done which helps in up gradation
of the skills of employees.
 Formulating the final human resource action plan: Similarly, the manpower gaps help
in finalising the plans for new hiring, training etc. in case of deficit and voluntary
retirement schemes in case of surplus.
 Monitoring, control and feedback: At this stage a comparison is done between human
resource plan and its actual implementation. This stages gives an analysis of appropriate
action and availability of the candidates which are required for various kinds of positions
and jobs in the organisation (Brewster, Chung and Sparrow, 2016).
The HR manager of Virgin Media should consider the above six stages of HR planning
for developing a plan for his organisation.
2.3 Comparing the current recruitment and selection process in the organisation
The two companies taken for the comparative study of the selection process in an
organisation are Virgin Media UK and Sky UK. The stages involved in the selection process are
discussed to draw out the comparisons in the selection process of the companies. The process of
recruitment and selection involve following stages:
 Identification of job position in the organisation for which recruitment is to be done.
 Developing a recruitment plan for selecting the prospective candidates
 Setting up search committee to carry out the recruitment process.
 Implementing the plan for the recruitment and selection process.
 Evaluating the shortlisted candidates is one of the final steps in the recruitment
process.
 Conducting interview process for the shortlisted candidates.
 Selecting man power for recruitment process.
 Finalising the recruitment is the last stage or step of the selection process. The selected
candidates are given offer.
The current recruitment process of the organisation Virgin Media involves two stage
process wherein the prospective candidates are shortlisted on the basis of a telephonic interview
followed by a face to face interview. The company does not have any HR planning policy and
therefore the selection process does not involve other above mentioned steps. The qualified
candidates are the one who are best suited for the job position and

Whereas, the recruitment process of another organisation Sky UK involves multiple steps
from online applications to finalising interview stage (Chang, Wang and Huang, 2013). The
company has a distinct HR planning policy for the recruitment process.
 The company after sending the confirmation mail to the online applicants conduct an
online test.
 The qualifying candidates of the online test has to go through telephonic interview.
 Then, the selected candidates are called to the assessment centre for the interview rounds.
 And, finally the shortlisted candidates having required qualifications for the job position
are given offer.
The selection process differs in the two organisations, as the Sky UK uses online
proficiency test for screening the candidates while there is no such process involved in Virgin
Media.
2.4 Evaluating the effectiveness of the organisation recruitment and selection techniques with
another organisation
The effectiveness of the process could be done through analysing the recruitment and
selection process of the two companies taken for comparison, that are, Virgin Media and Sky
UK.
The recruitment process of Sky UK is more elaborate and effectively planned which
should be considered by the other organisation. Virgin Media, as there is a lack of productive
methods involved in recruitment. Also, the techniques of selection process are needed to be
improved at Virgin Media.

Task 3
3.1: How to reward employees in order to retain and motivate them
Motivation is an important factor which forces the individual to give their best
performance and help the organization to attain their vision and goals. Positive motivation like
rewards helps the employees to increase their productivity whereas negative motivation like
threatening the employees will degrade the performance of the employees. When the employees
of the Virgin media is highly motivated then overall performance of the company improves thus
increase in profit (Jackson, Schuler and Jiang, 2014). Virgin media follows Maslow theory of
motivation. This theory depicts that deficiency needs and growth needs should be fulfil by the
company so to increase the motivation of the employees hence increasing the efficiency of the
individual and Virgin media. Theory of motivation is discussed below,
Maslow stated needs are satisfy in the pyramid structure. One need has to accomplished
then only it will move to the upper need of the individual.
Physiological need: This need is the base of the pyramid and has to attain than only
individual will get to the upper need. Requirements like food, shelter, air, food, cloth, sex etc
should be satisfy. These are the factors which should be fulfil then only an individual can work
and concentrate properly. Company can satisfy this need by providing proper wages and
environment to the employees. Virgin media can motivate their employees through giving proper
remunerations, working environment, career opportunities etc. It will the help the Virgin media
to retain their customer and motivate them to give higher productivity.
Security need: Security needs are connected to the psychology of the individual. Security
needs includes job security, health, working conditions etc. It should be satisfy by the company
so that employee can focus on their work rather than focusing on different thing. Virgin media
can satisfy their employees need by giving medical insurance, life insurance, job security etc. It
will help the employees of the Virgin media to give their full commitment towards their work
and achieve higher productivity.
Psychological need: After attaining the above mentioned need, psychological need will
become the priority of the individual. This need includes family, friends, love, belongingness
within the employees etc. Virgin media can motivate their employees through organizing the
informal parties regularly so that employees will get to know each other and trust will be build

then. Virgin media should promote inter personal relationship as it helps the employees to work
harder and that will leads to increase in productivity.
Self esteem need: This need includes respect towards one another, recognition etc. All the
above needs are satisfied of the employees and now they want recognition in the company so that
employees will respect them. Virgin media can fulfil this need by giving promotions,
deployment to other job due to high performance. It will help the employees to work harder so
that promotion would be awarded hence increase in efficiency of the employee and Virgin
media.
Self actualisation need: This need is the final need of the motivation hierarchy. This need
includes challenging situations, tight deadlines for work, given a new role etc. Virgin media can
provide these types of situation to the employees so that employee can achieved their highest
efficiency (Jiang, et. al., 2012). It will help the Virgin media to attain their mission and vision.
Link between motivational theory and reward at Virgin media:
Performance of the employees at Virgin media is directly connected to the reward and
motivation. If Virgin media satisfies the needs of the employees like psychological need or self
esteem needs etc then it will motivate the employee to work harder and give their full
commitment towards the job hence increasing the performance of the employees and Virgin
media. Apart from that Virgin media can reward their employees through giving promotions, job
security, bonus, incentives etc. Reward is one of the strongest motivation forces and will help the
employee to increase their efficiency.
3.2: Process of job evaluation and other factors
The crucial objective of job evaluation is to find out the worth of different types of jobs in the
organization and serve as a base of deciding the salary. Process of Job evaluation is described
below,
Job description: It is an explanation of all the activities and duties performed by the
employee to accomplish the task. Virgin media should make the list of important activities in the
specific job and assign their rates through which job pay would be determined.
Job specification: It depicts the minimum requirement of the skills and abilities required
to accomplish a certain job. According to the requirements job pay is decided.

Others factors influences the job evaluation
Relocation fees: If an employee is relocating themselves for the job of Virgin media than they
would increase their salary so that relocation money would be settle in the salary.
Bonuses: If the job is competitive in nature and provides high bonuses for the extra work than
the basic pay would be less so that overall salary would be according to the job description and
specification.
3.3: Effectiveness of reward system in Virgin media
Reward system is important factor to retain the old employees and attract the new talent
so that overall productivity would increase.
Attracting talent: Virgin media should start giving rewards like bonus or incentives in the
training or apprenticeships so that new talent will get attracted to the company (Kehoe and
Wright, 2013).
Retention: Virgin media should give proper training and development to the old
employees through which their current abilities increase. It will increase the credibility of the
employees thus reducing the employee turnover ratio.
3.4: Methods use to monitor employee performance
Monitoring the employees performance helps the Virgin media to analyse the
productivity of the individual. Through this weakness of the employee could be eliminated.
Performance appraisal: It is the process of assessing the performance of the employee
and give their rewards according to the work. It should be transparent as wrong appraisal will
lead to demotivation of employees working in Virgin media.
Feedbacks: Feedbacks from the clients, manager can help the employee to measure their
performance in Virgin media. According to that training is given to the employees (Purce, 2014).
Task 4
4.1 : Reasons for termination of Faisal termination and other reason for cessation
Cessation of employment means ending the contract between the employee and
employers due to any valid reason. Factors which have been the reason of terminating the Faisal
contract is given below,
 The work assigned to the Faisal was not properly done line cleaning the kitchen or front
door.

 Faisal use to left the office without any proper notice for completing their personal work.
 Faisal violated the rules and policies of the Chicken master as doing their personal work
with the use of office equipment is prohibited.
 Even after the warning, Faisal was watching pornography with the use of office
equipments.
Other reason for cessation of employment is
 Drug or alcohol possession in the workplace.
 Changing the records of the company due to their personal benefits.
 Redundancy is the common form in which employers have reduced their workforce and
have terminate the offer with employees.
 Damaging the company property can also leads to termination of employees.
4.2: Employment exit procedures
The main reasons for firing the employees includes work performance, redundancy,
violation of code etc but the employers should follow the proper process of termination to avoid
the legal issues. Reasons of the termination could be different from the employee side and
employer side. Company can terminate the employee due to unethical practices, alcohol or drug
use in the workplace, not fit for the job etc. From the employee side it could be unhealthy
working conditions, work time issues etc (Kim, 2012).
In the case of Faisal, he was violating the rule of the company, not following the
guidelines, working recklessly, using company equipment for their personal use, leaving the
company before the timing and with no proper information, designing his restaurant,
performance was not meeting the owner expectations etc (Pieper, 2012). These were the reasons
of terminating the contract with Faisal.
Virgin media can use different and proper termination procedure so to avoid legal issues
like defamation case, discrimination case against the company etc. Other procedure is described
below,
 Retirement: It is an approach where a person chooses to leave the Virgin Media.
Employee might be retired upon touching the maximum age of working or it
could be voluntary also.
 Resignation: It is an act of stepping down from the position you have acquired in
job either voluntarily or involuntarily. Factors which can become the cause of

resignation could be less pay, unhealthy working condition, negative culture of
the office etc. Virgin media can try to stop the resignation through negotiation
with the employee. Apart from that, exit interviews should be conduced by the
Virgin media to find out the actual reason of leaving the job.
4.3 : Impact of legal and regulatory framework on employment cessation arrangements
Regulatory framework provides the guidelines of the company that how they should be
working. Faisal has filed a case in the employment tribunal where he had accused Bob owner of
The chicken master for the race discrimination. Employment tribunal were created by the
Industrial Training Act 1964 . The decision taken by the Employment tribunal court will be fix
and both the parties have to agree on that. According to equality acts, discrimination on any basis
is prohibited in the workplace and if done then strict action would be taken by the authority. The
victim of the discrimination can filed a case against that person and proper action would be taken
by the court after analysing all the facts and scenarios (Nickson, 2013). But if the case found was
false then action would be taken against the person who filed the case.
In the case of Faisal, he had approached the court for the discrimination case. So now
court will analyse the situation and who so ever found guilty will have bear the legal issues.
Conclusion
From the above mentioned report it can be concluded that human resource management
plays an important part in the success of the organization. Difference between personnel and
human resource management is explained and how it can improve the environment of the
workplace. Employees are the one who makes the organization or destruct it. HR should properly
recruit the individual as the decision taken by the HR will affect the company in the future. Apart
from that retaining the employees are important for the company as it will reduce the employee
turnover ratio and decrease the acquisition cost for the company. Employees should follow the
rules and regulations set by the company as if it is not followed than there is a chances of
termination of the contract.
References
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