Human Resource Management Report: Posh Nosh Ltd Case Study

This report provides a comprehensive analysis of the Human Resource Management (HRM) practices at Posh Nosh Ltd. It begins by differentiating between personnel and human resource management, assessing the contribution of HR functions to organizational goals, and evaluating the roles and responsibilities of line managers. The report then delves into HR planning, including its importance, stages, and recruitment and selection procedures. A comparison of recruitment and selection procedures of two organizations is performed, along with an evaluation of the effectiveness of recruitment techniques. The report further examines the link between motivational theory and reward systems, the process of job evaluation, and the effectiveness of reward systems, alongside methods of monitoring employee performance. Finally, it addresses the reasons for employee cessation, exit procedures, and the impact of the regulatory framework on employee cessation, offering a complete overview of HRM within the context of Posh Nosh Ltd.

HRM

Table of Contents
INTRODUCTION......................................................................................................................3
TASK 1......................................................................................................................................3
1.1 Difference between personnel and human resource management...................................3
1.2 Assessing the contribution of HR functions in the attainment of organizational goals...4
1.3 Evaluating the roles and responsibilities of line manager in HRM.................................5
1.4 Analyzing the impact of legal and regulatory framework on HRM................................6
Task 2.........................................................................................................................................6
2.1 Explain on reason for HR planning reason and its importance for the organisation.......6
2.2 Outline the stages involved in planning of HR requirements..........................................7
2.3Comparison on recruitment and selection procedure of two organisation........................8
2.4 Evaluate the effectiveness of the recruitment and techniques.........................................8
TASK 3......................................................................................................................................9
3.1 Assess the link between motivational theory and reward................................................9
3.2Evaluate the process of job evaluation and other factors determine pay..........................9
3.3 Asses the effectiveness of reward system......................................................................10
3.4 Methods of monitoring employee performance.............................................................10
Task 4.......................................................................................................................................11
4.1 Reasons of cessation of employment.............................................................................11
4.2 Exit procedure of organization.......................................................................................12
4.4 Impact of regulatory frame work on employee cessation..............................................13
Conclusion................................................................................................................................13
REFERENCES.........................................................................................................................15

INTRODUCTION
Human resource management is the main functions of business organization because
without having highly skilled and talented personnel plan attainment of goals is difficult. The
rationale behind this, employees play a vital role in executing business plan or strategies in an
appropriate manner. Hence, in the business organization, HR manager is assigned with the
responsibilities to take strategic action or measure for improving the performance of
personnel. This in turn enables firm to evolve satisfaction among the customers by delivering
high quality services. The present report is based on Posh Nosh Ltd which offers consultancy
services to the large size institutions. In this, report will present the extent to which HR
functions are highly significant for organizational growth and success. Besides this, it will
shed light on the aspects of HR planning and recruitment and selection approaches
undertaken by Posh Nosh Ltd. Further, it will provide deeper insight about the relationship
which takes place between the reward system and motivational aspects. It also depicts the
importance of exit interview in the planning of human resources.
TASK 1
1.1 Difference between personnel and human resource management
There is significant differences take place between the personnel and human resource
management in the following manner:
 Meaning: HRM may be defined as a strategic function of HRM which is highly
concerned with the raising efficiency aspect of personnel. Such modern approach lays
more emphasis on making optimum use of manpower which in turn directly makes
contribution in the attainment of goals. On the other side, personnel management
focuses on building effective relationship with the workforce. Unlike HRM, personnel
management in the traditional approach,that is associated with the effective
management of employees.
 Communication: HR department of Posh Nosh Ltd encourages their personnel to
come up with innovative ideas and solution. Hence, open communication system is
introduced by HR manager within the firm. In comparison to this, in the case of
personnel management communication is limited or even restricted.

 Emphasis: Human resource management gives more priority to the values and needs
of individuals. Moreover, now personnel prefer to work with the organization which
gives more importance to them (Personnel Management v/s Human Resource
Management, 2017). In contrast to this, effective management of workforce is the
major focus of personnel department.
 Objectives: Development of human resource inventory in accordance with the
organizational requirements is one of the main objectives ofHR department. Hence,
HR manager frames policies and strategies by considering the organizational goals
and need of individuals. On the other side, personnel management manages people by
taking into account the aims and objectives of firm.
 Benefits: In the business organization, HR manager makes effort in relation to
enhancing both employee productivity and profitability. Moreover, HR manager of
firm has ability to encourage personnel towards change and thereby offer high quality
life to them. On the contrary to this, increased production and disciplined employees
are the main benefits that are offered by personnel management.
 Outcome: HR department facilitates achievement of goals by satisfying the
expectation level of both employers and employees (Oke, 2016). As compared to this,
in the case of personnel management only employers fee satisfaction rather than
employees.
Hence, by considering all the above mentioned aspects it can be said that by
employing the approaches of HRM Posh Nosh Ltd can attain success.
1.2 Assessing the contribution of HR functions in the attainment of organizational goals
HR functions and approaches are highly effective which in turn helps in building as
well as maintaining highly skilled workforce are enumerated below:
 Recruitment and selection: HR manager of Posh Nosh Ltd prepares job description
and specification according to designation. Hence, HR manager has responsibility to
hire suitable candidate for the job. In this way, HR personnel appoints suitable
candidate by placing advertisement on company’s websites and newspaper. Hence,
HR manager plays a vital role in selecting suitable candidate by conducting interview
(Sparrow, Brewster and Chung, 2016). Hence, by appointing suitable candidate Posh
Nosh can carry out activities more effectively and efficiently.

 Training and development: HR manager organizes training session for personnel
with the aim to raise their competency level. Now, changes take place in
technological aspect with the very high pace. Hence, HR personnel conduct training
session by assessing the need of personnel regarding the same. Thus, it can be stated
that HR manager enhancesproductivity aspect of employees and thereby makes
contribution in the attainment of goals.
 Performance evaluation:Human resource manager also assigned with the
responsibility to evaluate performance aspect of each personnel. Moreover,
determination of pay, reward system etc. is highly based on the performance output or
results of employees (HR functions, 2017). In this way, by offering reward to the
suitable personnel HR manager of Posh Nosh Ltd develops satisfaction among the
workforce. Hence, by taking the responsibility of employee compensation and
benefits HR manager prepares suitable payroll and retirement saving plan. Thus, such
effectual plan evolves satisfaction among the personnel and thereby reduces employee
turnover and absenteeism to the significant level.
 Conflict management: Posh Nosh Ltd place more emphasis on team work with the
aim to achieve goals or tasks within the suitable time frame. Hence, conflicts are usual
when people work in a team. Thus, HR manager leads satisfaction among the
personnel by providing them with suitable solution.
The above presented functions show that HR manager plays a significant role in
maximizing the productivity and profitability to a great extent.
1.3 Evaluating the roles and responsibilities of line manager in HRM
Line managers of Posh Nosh Ltd perform several roles and responsibilities tofulfill
the aim and objectives of firm are as follows:
 Roles: In the business unit, line manager plays a crucial role in identifying the training
needs of personnel. Hence, line manager of the firm continuously makesmonitoring of
the performance of personnel to assess training requirements. Further, line manager
also takes feedback from the personnel to get information about the areas in which
difficulties are facing by them (Lester, Virick and Clapp-Smith, 2016). In this, Line
manager of Posh Nosh Ltd makes arrangements of training session and thereby offers
opportunity to the personnel to build up their competency level. Besides this, to
motivate personnel and reduce their stress level line manager organizes games for the

personnel and other cultural activities. This in turn facilitates high level of interaction
among the employees and encourages them to work in a team. In addition to this, line
manager also arranges business parties, reward and recognition programs and picnics.
In this way, by performing activities for employee welfare HR manager helps
company in attaining goals.
 Responsibilities: HR manager has accountability to prepare suitable description or
specification for the vacant position or job. Along with this, HR manager of Posh
Nosh Ltd has responsibility to match demand and supply in relation to the human
resource inventory (Wilton, 2016). Moreover, in the absence of having enough
workforces it is not possible for Posh Nosh to implement plan in an effectual way.
Further, Line manager of firm has responsibility to develop high satisfaction among
the employees by resolving their queries or issues. Hence, all such accountabilities
have fulfilled by line manager within the firm.
1.4 Analyzing the impact of legal and regulatory framework on HRM
From assessment, it has been identified that legal and regulatory aspects have high
level of impact on HR practices and framework of Posh Nosh Ltd. Moreover, according to
the legal aspects it is the accountability of manager to offer equal employment opportunities
to all the potential candidates who possess desired skills and abilities. On the basis of this
aspect, it can be stated that HR manager cannot discriminate personnel on the ground of sex,
age, disability etc. If business unit does not comply with such aspect then it may result into
loss of brand image (Bobera and Bjekic, 2016). Further, government authority also has right
toimpose fine in against to the firm which undertake discriminatory practices.
In addition to this, HR manager is also responsible for providing personnel with al the
equipments require to perform task by making assessment of danger. Further, in accordance
with UK Employment Relations Act, personnel have accountability to offer paid holidays of
5.6 weeks to the personnel. Thus, HR manager should consider such aspect at the time of
preparing framework (Armstrong and Taylor, 2017). Along with this, UK laws also entails
that individual can take maternity leave for 26 weeks. Hence, all such legislation closely
influence the HR planning or framework.
Task 2
2.1 Explain on reason for HR planning reason and its importance for the organisation

The Posh Nosh Company can recruit the candidate for this purpose they make plan for
HR. There are various reasons for HR planning and it has some significance for the company
which are as follows-
Reasons for HR planning
 To make an effective decisions- The main aim of planning for manpower is to obtain
data through which they can utilise these resources and able the manager to make
decisions effective (Mathew and Jones,2012). It ensures company to know their
strength and able to know the requirement of skills in employees so, they can attain
company’s objectives in an appropriate manner.
 Training and Development- The main reason for HR planning is to measure the types
of skills that are need to improve through conduct training. Thus, plan can be done in
advance will be less expensive if they are properly planned and reduce employee
labour turnover.
Importance for Posh Nosh
 Optimum utilisation of human resources-HR planning assist the company to make
prediction regard to employee turnover. They can easily to make arrangements if
there are any deficiencies in manpower by opening vacancies. Thus, they can able to
choose better recruitment source to choose right people at right time.
 To meet the expansion as well as diversification requirements- The HR planning helps
Company to execute future plan relate to the diversification and modernization. It a
make sure that personnel can be available at right number when there is any need to
fulfil the requirement of the company.
 Cost-effective- The HR manager make a plan help the company to effective use the
human resource by proper utilising. There is no need to conduct as they are the
employee are high skilled and they properly utilise the resource to attain the
company’s goals that leads to cost effective.
2.2 Outline the stages involved in planning of HR requirements
Posh Nosh company adopt these process that are needed in the HR planning that are
discuss below-
 Analysing company objectives-In the first stage the HR manager first to make
analysis of firm objectives. In relation to the marketing, finance, production and
finance department that helps to effectively manage the human resource.
 Stock presently available of Human resource-In the next stage the existing
employee present core competency can be matched with the organisation objectives.
Therefore, if there is any requirement of skills that are needed to perform the job in
well desired manner the company manage the workforce to fulfil their needs.

 Forecast demand and supply of manpower-In third stage HR manager need to
make analyse the skills of human resource that are require at different positions. They
adopt the recruitment approaches are the external as well as internal source to fulfil
these requirement of employee are to be determine. Further, there is also a need to
match the job description as well as job specification of a particular job.
 Estimating manpower gaps-In these step the company HR manager identify the gap
among current skills and required skills to perform the job in effective manner. If
there is any deficiency of skills that can be enhance through proper training programs
so, they can meet the objectives in well desired manner. It will reduce cost of
conducting training if the human resource are hired by company is already skilled
 Formulating the human resource action plan-In these step there is a need to make
estimation of deficit or surplus of HR within the organisation. As per this, the action
plan can be formulize through either conduct training and adopt recruitment approach.
Along with that, either to terminate the workers or transfer the employee at higher
position (Gupta and Kumar,2012 ). In the case of surplus the company have to adopt
the retirement benefits schemes and also redeployment.
 Monitoring, control and feedback-In the last step there is an implementation of
action plan that are develop by company. The resources of human resource can
allocate as per the needs of an organisation to fulfil the objectives in well desired
manner. After implementation, there is also essential to monitor the plan and get
feedback from the employee to know their satisfaction level.
2.3Comparison on recruitment and selection procedure of two organisation
There is a difference of Posh Nosh and Hershey Company of recruitment procedure
that are as follows-
 Internal source- Posh Nosh Company fill the higher position from internally by
promoting the existing employees (Renner, K.H. and Beversdorf, 2010). It reduces the
time and expenses in search the external workers outside the organisation. It is
effective for the company as there is no requirement to give information for vacant
position on newspaper and magazines etc.
 External source- The Hershey organisation chooses the candidate from externally as
they place them at a right position. In these external recruitment company have to
spend a huge amount of money in advertising and pay fees to the placement agencies.
2.4 Evaluate the effectiveness of the recruitment and techniques
The Posh Nosh Company applied the external sources in which they already have a
record of existing workers that assist them to promote the right person at higher position. The
main weakness for the organisation is that they cannot develop the new ideas and bring fresh
talent of outside employees (Gold,2010 ). The main benefit for company is that they does not
need to spent a large amount of expenses on advertisement and pay fees to placement

agencies. Further, it save time and energy of searching the candidate as they are already
present within company that able them to transfer on higher job.
The Hershey company adopt the external recruitment approach in which they able
them to pool a large amount of candidate from various countries. Thus, these people are from
different backgrounds as it helps the company to develop a unique ideas that can give the
fresh talent within workplace. It is a lengthy process in which there is a screening of
applicants by matching the skills needed to meet the company’s objectives. Further, HR
manager have to conduct test in that candidate efficiency level can be check and if it pass
then they come to the next round. There is a last stage in which the company make an
interaction with the candidate in that they asked various question to check the knowledge and
make final selection of suitable candidate for vacant position.
TASK 3
3.1 Assess the link between motivational theory and reward
The Posh Nosh company adopt the motivational theory of Maslow hierarchy needs in
which they able to satisfy the lower needs as well as higher level of needs. They motivate the
workers as per their performance in the first lower stage the company satisfy the employee by
increment in salary. Along with that, the next level of Maslow hierarchy need they provide
them bonus and incentive plans for their extra efforts (Gupta and Kumar, 2012). Thereafter,
the highest needs of employee can be fulfil through praise, recognition and transfer them at
higher position fulfil the esteem needs.
Compensation and reward system can be develop by company as per the employee
performance. It is a needed to encourage the workers towards firm’s goals by provide them a
range of benefits and also pay them a decent structure this will enhance their satisfaction and
boost up their energy within the workplace.
3.2Evaluate the process of job evaluation and other factors determine pay
Job evaluation is that type of process in which the personnel working in the various
value chain activities of an organization. It show the efficiency of employee to put their
efforts and it is used to determine the pay of staff workers that are describe below-
 It can be used to now the company’s work performance

 It is also used to know the vital elements that assist committee to make evaluation the
job profile of an organization
 To make classification of each type of job in different market segment
The other factor that are used to determine pay-
 Performance of staff worker in a team
 To know the profitability channel of business
 Effective and proper size of the company
3.3 Asses the effectiveness of reward system
There is a description on reward system how they are the better motivation tool are as
follows-
Attract talent- The reward system is the most effective that attract a large number of
candidate from outside as well as inside the organization. It satisfy the workers that deliver
the best efforts within the organization through praise and recognition.
Motivation- Employee are the main asset of any organization with the reward system they
can able motivate the workers as well as increase confidence in the people.
3.4 Methods of monitoring employee performance
There are several methods which is used by the organizations to monitor performance
of their workers. These are discussed as below:
 360-degree feedback: Managers of Posh Nosh can take feedbacks from the employees
about other workers and its performance in the workplace. Opinion of senior manager
and peer group mater al lot, by this way actual behavior and attitude of persons can be
measured and monitored by the cited firm (Karadjova-Stoev and Mujtaba, 2016). It is

the effective way of identifying the working strength and weakness of the person and
company can make strategies for improving their performances in the organization.
 Performance against objective: It is another important method of monitoring the
employee’s performance. Managers can look upon the sales report, deadline met or
not at the end of month. That would help them in knowing that whether employee is
working well or not (Kaše, King and Minbaeva, 2013). By this way lacking points can
be identified an d firm can give training to the staff member to improve their
performances.
 Observation and check list: It is another technique which can help Posh Nosh in
observing its worker’s performance. As HR manager can observe attitude and
behavior of the person towards the firm that would help them in identifying their
vision in the organization (Hamid, 2013).
Task 4
4.1 Reasons of cessation of employment
Termination in the tern in which employee leave the job or company terminate them
due to several reasons. In the increasing competitive world, it is very difficult for the entities
to survive for longer duration. That is why firms terminate some of the employees.
Resignation occurs when people do not feel comfortable in the organization (Kern, 2014).
Several reasons of cessations in Posh Nosh are discussed as below:
Poor performance: It is the main reason of cessation in the cited firm. If employees
are not appropriate for the organization and after continuous warning individuals fail to
improve its performance, then managers will not consider the person furthermore in the
corporation. Posh Nosh also do the same thing, higher authorities give them multiple warning
and after certain period they terminate the worker.
Indiscipline: If person is absent regularly without any information then it would
consider asIndiscipline. In such condition Posh Nosh human resource managers will cease the
person. Rules and regulations are the main concern in the cited firm, it is necessary for the
employees to follow regulations but if person fails to follow or disrespect the seniors then it
would not be considering as appropriate person for the job. In such condition organization
can cease the person (Afiouni, Ruël and Schuler, 2014).