HRM Report: Roles, Functions, and Practices at Posh Nosh Ltd

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Posh Nosh Ltd. It begins by contrasting HRM with personnel management, highlighting the benefits of HRM for the organization. The report then delves into the core functions of HRM, including recruitment, training and development, remuneration, and motivation strategies. It also examines the roles and responsibilities of line managers in relation to HR practices, emphasizing employee engagement, performance appraisal, and discipline. Furthermore, the report addresses the impact of UK employment laws on Posh Nosh Ltd, such as the Sex Discrimination Act, Race Relations Act, and Data Protection Act. The report then shifts focus to human resource planning (HRP), outlining its importance and the steps involved in the HRP process, including analyzing objectives, demand forecasting, supply forecasting, and matching demand and supply. The report concludes with an overview of employee motivation theories and performance evaluation methods, providing insights into managing and retaining employees effectively. The report references various academic sources to support its analysis.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.3................................................................................................................................................3
1.4................................................................................................................................................4
TASK 2............................................................................................................................................5
2.1................................................................................................................................................5
2.2................................................................................................................................................5
2.3................................................................................................................................................6
2.4................................................................................................................................................8
TASK 3............................................................................................................................................9
3.1................................................................................................................................................9
3.2..............................................................................................................................................10
3.3..............................................................................................................................................11
3.4..............................................................................................................................................12
TASK 4..........................................................................................................................................13
4.1..............................................................................................................................................13
4.2..............................................................................................................................................14
4.3..............................................................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management (HRM) is the heart and soul of each organization in order
to achieve and attain its organizational goals and objectives. It helps in managing workforce of
company in the most efficient and effective manner. The current research report is conducted on
Posh Nosh limited in order to manage its increased workload. Main aim of this study is to
present an in-depth understanding of roles and responsibilities of HR manager in the firm.
Readers will get a clear insight of the difference between personnel and human resource
management (Alfes and et.al., 2013). Along with that the functions of HRM will provide a clear
understanding of the main activities carried out by them. The roles and responsibilities of line
manager in relation with the HR practices have been precisely described in this study. In addition
to it, the recruitment and selection process and exist procedure of Posh Nosh is compared and
contrasted with that of Burberry. Lastly, Various motivational theories and performance
evaluation methods are illustrated in this report to present the ideas and knowledge of managing
employees.
TASK 1
1.1
HRM and personnel management (PM) are two contrasting techniques used by
organizations to manage its employees and operations. Major difference between the two in
context with Posh Nosh Limited has been enlisted as below in the table:
Basis For Comparison HRM PM
Meaning It is that aspect of management
which focuses on managing
workforce in the most efficient
manner in order to attain the
organizational aim and objectives
(Armstrong and Taylor, 2014).
The branch of management which
is only concerned with managing
employees and maintaining the
relationship between two can be
termed as personnel management.
Treatment of workers Herein, the managers of Posh Nosh
ltd. shall treat its workers as an
asset for company.
On the contrary, management
treats its workforce as machines or
tools that can be exploited for the
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benefit of company.
Approach It is the modern approach where
new aspects of managing people
are being carried out.
It is the old concept which Posh
Nosh Ltd. is following till now.
Payment of salary Herein, HR manager of said
organization will evaluate the
performance of each individual and
then payment shall be made.
On the other hand, till now,
company is making payment to its
employees on the basis of job
evaluation.
Kinds of function The modern approach is based on
strategic functions followed by the
HR manager.
It is generally based on the routine
or daily functions (Bernardin and
Wiatrowski, 2013).
Communication A direct channel of communication
is built by the managers of said
company to make its employees
satisfied.
Herein, employees cannot directly
contact or interact with the owner
of Posh Nosh ltd. due to rigid
structure of company.
From the above discussion of both aspects of management, it can be concluded that HRM
is the best technique that that would prove to be beneficial for Posh Nosh limited and thus,
manager should start implementing this. It will aid the owner to manage and retain its existing
employees. This aspect of management is more efficient as compared to the traditional approach.
1.2
HRM is a vast concept and there are varied activities that are carried out by the HR
manager. Major functions of them are managerial, operative and advisory. In today's modern
world, every organization has developed these functions to manage its operations effectively
(Bratton and Gold, 2012). This section will provide a brief overview of operative functions
carried out by the HR professionals of Posh Nosh Company. Recruiting: This is the core function of HRM which aims at hiring and placing right
candidates at the correct job. Not only this, HR manager of the said organization needs to
assess the current manpower, for this the employee turnover ratio shall be calculated. All
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these will assist the management in making decisions regarding placement, transfer and
induction of people. Training and developing: This function is the follow up of employment process in order
to train its workforce by providing technical skills that will assist them in performing
their tasks effectively. It is the duty of management of Posh Nosh Ltd. to train and
develop its employees for new and upcoming positions in the organization (Brown and
Capozza, eds., 2016). Remuneration: Another crucial function performed by HR professionals is deciding the
amount of salary to each employee. To accomplish this purpose, manager needs to review
the current capacity of firm to pay appropriate wages, fulfil demand and expectations of
employees as well as assess current market trends, competitor’s strategies and provisions
regarding minimum wage.
 Motivation: In order to keep employees of Posh nosh limited satisfied, it is essential to
motivate them in the right direction. Therefore, HRM prepares various strategies and
techniques to motivate the employees at work. For this purpose, several kinds of financial
and non-financial rewards are designed to maintain interest of employees in the said
organization (Budhwar and Debrah, Eds., 2013).
1.3
Posh Nosh is a small scale enterprise which is carrying out its operations in the fast food
services. Functions of managing and planning workforce lies in the hands of HR professionals
but day-to-day activities of firm are run by the line managers of company. Some of the main
roles and responsibilities of them are discussed as below: Employee engagement programmes: The main role of line managers is to create interest
of workers by allowing them to take part in decision making process of company. They
are the one who stay close to the workers and are aware about each and every activity of
them. Therefore, it is their responsibility to maintain and create a diverse organizational
environment for them that will help in achieving the aim and objectives of companies
(Buller and McEvoy, 2012). Appraising Performance: These are the tools designed by HR managers to motivate
employees at work. Line managers of Posh Nosh limited are responsible to implement
same in the most effective manner. They take feedback from workers about their work
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and company’s current position. In order to make the process successful and effective,
line manager needs to create a friendly atmosphere in company.
 Creating Discipline: Their role is to convey rules and guidelines set by the HR manager
to its employees regarding maintaining and creating a disciplinary environment.
Moreover, it is his responsibility to enforce the same in company that will help in
achieving set targets by influencing the performance of individuals (Cook, 2016).
1.4
Every organization in UK is abide to follow the legal and regulatory policies and same
should be seen in its practices. The impact of certain laws on human resource management of
Posh Nosh ltd. can be seen in this section. According to the Sex discrimination act 1975, no
company can discriminate any of its employee on the basis of gender or marital status. Alike,
there is another act of Race Relations 1976 which demonstrates that the managers of said
organization cannot discriminate its workers on the basis of nationality, religion, ethnic, origin,
caste, creed, colour and race (Gallo and et.al., 2014). If any member of company would be found
doing so, he/she shall be liable for it. HR manager of Posh Nosh Ltd. needs to function and
operate under the set guidelines by legal authorities. Along with that, all these acts are also
implied at the time of recruitment of employees.
Apart from that, several other laws such as Equal Pay act 1970 and employment act 2008
also needs to be amended in Posh Nosh Ltd. at the time of deciding compensation for employees.
HR manager is bound to pay equal amount to all its workers having similar skills and
specialization. Moreover, there is a provision regarding resolution of disputes between superiors
and subordinates in certain circumstances (Griffin, 2013). Another most important and ethical act
that has a major impact on HRM of concerned organization is the Data Protection Act 1998
which states that company is liable to secure and protect the data of its workers and it should not
disclose it with anyone. For this purpose, HR manager of Posh Nosh Ltd. has made the use of
latest techniques to keep organizational information safe and secured.
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TASK 2
2.1
Human resource planning (HRP) is the process of forecasting future needs and demands
of manpower in the present organization. Reasons and importance of manpower planning in Posh
Nosh limited are highlighted as below:
Reasons:
 Main functions performed by HR managers is concerned with planning, organizing,
directing and controlling. Therefore, it can be said that it is the key to every managerial
function because human resources of company help in implementing all these activities in
the organization.
 It also helps in proper allocation of manpower in the said organization by effectively
implementing the staffing function (Hendry, 2012).
 Apart from putting the right employee at correct place, there are various several functions
such as motivation to direct the efforts of individuals towards company's goals. It
requires conducting various programmes of incentive plan, employee participation, etc.
 Lastly, HRP is also conducted in order to achieve the organizational objective by
increasing productivity of employees. It also involves maintaining better human relation
at workplace with proper communication, supervision and leadership activities.
Importance:
 Manpower planning aids in knowing the future and current human resource need of
company and on this basis, HR manager can formulate strategies to manage its
employees.
 It can avoid problem of over-staffing or understaffing from the organization by
developing appropriate strategies to manage the same (Hoque, 2013).
 Recruitment and selection process of the said enterprise is based on HRP process. So, it is
essential that complete and thorough analysis of the same is made by HR professionals.
 Lastly, it aids in maintaining stability in company by analysing the potential requirement
of human resources.
2.2
In order to achieve the aim and objectives of said organization, it is essential to develop
an effective human resource planning process. It assists in the placement of potential candidate at
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appropriate place. Few steps designed by the HR professionals of company to carry out HRP in
Posh Nosh limited are discussed underneath: Analysing objectives and human Resource: First and foremost, managers need to define
or find the objectives of organization. Main purpose of this concern is to expand its
business and provide high quality services to its customers (Jenter and Kanaan, 2015). To
accomplish this purpose, enterprise requires new and skilled workers who can carry out
its functions effectively. Therefore, HR manager analyses the current workforce of
company. Demand Forecasting: Evaluation is made of the present potential workforce in terms of
their skills and capabilities. Each and every individual is positioned according to their Job
Profile. Supply Forecasting: Likewise, supply constitutes number of candidates required to fill
the vacant position in organization. Managers make decisions by keeping in view the job
description and job specification of particular work. Along with this, they review that
whether profile of candidate matches with that of the job or not (Jiang and et.al., 2012). Matching Demand and supply: It means that potential demand and supply of manpower
is analysed. Excess of human resource means that company needs to terminate the
employees whereas deficit describes that firms is required to hire new employees.
Moreover, managers can make the use of various development programmes to enhance
and develop new skills in the existing employees.
 Action Plan: After conducting the above mentioned steps, HR professionals need to take
various actions in order to adjust and manage its human resources. In case of surplus or
deficit, company can take steps regarding transfer, training, recruiting, redeployment,
termination or voluntary retirement schemes (Kehoe and Wright, 2013).
2.3
Recruitment and selection is the process of selecting and hiring appropriate candidate for
the betterment of company. Different organizations follow diverse methods for selecting and
hiring individuals. The comparison between recruitment and selection process of Posh Nosh and
Burberry has been listed as below:
Burberry:
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It is a vast enterprise and company has a robust and superior procedure of hiring
employees which is capable of serving the needs of public. Moreover, firm has a systematic
process and make assessment of employees beforehand. HR managers of the said organization
analyses the job for which candidate is to be hired. Thereafter, it prepares job description and job
specification for the particular place to be filled. Later, the recruitment as well as application
method are decided to be conducted effectively. Lastly, company provides various kinds of ads
through newspaper in order to market the job.
Illustration 1: Recruitment and Selection for Burberry
(Source: Klotz and Bolino, 2016)
After successfully conducting the recruitment process, short-listing of candidates is done
who further appear for final interview. Based on this, crucial decision to select right candidate
for the job is being made and same is appointed in office by providing the appointment letter.
Posh Nosh Ltd.:
It is small scale enterprise and the recruitment and selection process is not as lengthy as
compared to Burberry. It is a simple and short process where candidates from different sources
are gathered and asked to fill the application form. Based on this, only the most suitable
candidates are selected and interview is conducted from them. Based on this, the candidate is
being hired (Oke, 2016).
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Illustration 2: Recruitment and Selection for Posh Nosh
(Source: Purce, 2014)
2.4
Both processes of recruitment and selection are effective at their place but to determine
the best method, it takes into account evaluation of all steps that have been undertaken above:
 The first and foremost steps deal with analysing the job and its manpower needs. This can
be effectively carried out by Posh Nosh limited as the number of employees are less in
company. So, it requires less efforts.
 Thereafter, Burberry can attract the prospective candidates from various sources. It has
several options available with it to recruit candidates such as internal as well as external
source. The same cannot be seen in Posh Nosh limited (Renwick, Redman and Maguire,
2013).
 Moreover, the cost involved in conducting recruitment and selection process of Burberry
is quite high which Posh Nosh cannot afford to spend.
 At the end, it can be said that process followed in large enterprise is much more effective
as compared to small scale enterprise because they have more resources and power than
Posh Nosh Ltd (Shaw and Finger, 2013).
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TASK 3
3.1
Motivation is the process of instigating employees at work through the behaviour of other
persons. It is carried out in the organization in so as to keep them satisfied and content which
will aids in increasing the overall productivity of the company. Motivation and rewards are
correlated with each other. Rewards is another form of motivation which aids in keeping the
workers satisfied. It includes various financial and non-financial forms of incentives provided to
the workers that makes their interest in work (Storey, 2014).
There are ample of motivational theories which can be implemented in the Posh Nosh
company. Out of these the two approaches recommended by the HR managers have been
highlighted below:
 Herzberg Two factor theory: According to him there are two ways to motivate
employees and these are hygiene factor and motivational factor. Therefore, the managers
shall concentrate on improving the working environment of said company, emphasise on
work recognition and challenging work. These are the motivational factor which helps in
motivating people. On the other hand, he hygiene factor constitutes of the pay and
compensation which are more likely to demotivate employees.
Illustration 3: Herzberg Theory
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(Source: Supangco, 2016)
 McClelland theory: According to this theory, the management of the concerned
organization must focus on the three proposed component that are power, needs and
affiliation. Therefore, employee can be motivated by providing them with those rewards
which they need. These include need for success, relationship and power.
Illustration 4: McClellands Theory
(Source: Townley, 2014)
3.2
Job evaluation can be defined as analysing the relative worth of the job and deciding the
pay structure for the following. It involves collecting all information for the particular job,
examining it, and storing it to refer in future. It is done in order to determine the pay structure or
the amount of salary for each employee in the Posh Nosh limited.
There are different methods of evaluating a job and it entirely depends upon the type and
size of the organization. There are analytical and non-analytical methods of job evaluation (Zhu,
2014). Main reason or purpose behind job evaluation is to decide the fair payment of salary,
redefining job, modifying the duties and responsibilities of person, job designing, etc.
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