UKCBC HND Business Unit 21: Human Resource Management Report Analysis

This report examines Human Resource Management (HRM) practices within Zara and Rupali Exchange, comparing their approaches to personnel management, recruitment, selection, employee motivation, and reward systems. It distinguishes between personnel management and HRM, analyzing how HRM functions support Zara's objectives, and evaluates the roles and responsibilities of line managers in both organizations. The report further explores the impact of legal and regulatory frameworks on HRM, including employment laws and regulations. It analyzes human resource planning, recruitment and selection processes, motivational theories, job evaluation, and the effectiveness of reward systems. Additionally, it addresses employee termination procedures, the impact of legal frameworks on employment cessation, and the implications for organizations like The Chicken Master. The assignment provides insights into HRM strategies, challenges, and best practices within the context of these two businesses.

Human Resource Management
UKCBC
HND in Business
Unit 21: Human Resource Management
July 2016
Table of Contents
Introduction......................................................................................................................................3
Task 01.............................................................................................................................................3
1.1 Distinguish between personnel management and human resource management..................3
1.2 How HRM functions help Zara in achieving its purposes................................................3
1.3 Evaluate the role and responsibilities of line managers in Zara...........................................3
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1.4 Analyze the impact of the legal and regulatory framework in human resource management
.....................................................................................................................................................4
Task 2...............................................................................................................................................4
2.1 Analyze the reasons for human resource planning in Zara..................................................4
2.2 Outline the stages involved in planning Human Resource Requirements.............................4
2.3 Compare the recruitment and selection process in Zara and Rupali Exchange...............4
2.4 Evaluate the effectiveness of the recruitment and selection techniques in Zara and Rupali
Exchange......................................................................................................................................4
Task 03.............................................................................................................................................5
3.1 Assess the link between motivational theory and reward at Zara........................................5
3.2 Evaluate the process of job evaluation and other factors determining pay at Zara..............5
3.3 Assess the effectiveness reward system Zara.......................................................................5
3.4 Examine the methods Zara uses to monitor employee performance..................................5
Task 4...............................................................................................................................................5
4.1 Identify the reasons for cessation of Faisal's employment contract with The Chicken
Master..........................................................................................................................................5
4.2 Describe the employment exit procedure used by The Chicken Master and Zara plc.......5
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangement in organizations like Chicken Master.....................................................................5
Conclusion.......................................................................................................................................5
References........................................................................................................................................5
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Introduction
Human resource management is main aspect in business. The key preparation of human resource
management is to gain insistent profit for the business by developing effective strategies for the
work services (Cooke, 2012). This report focuses on a number of human resource factors
focusing on two demanding organizations , provided name Zara, and Rupali Exchange. Zara is
a summit business garments business in UK, wherever Rupali Exchange is a little confidential
enterprise business . This assignment is grouped into four major tasks. Firstly, this report
distinguishes personal management with human resource by the human resource management
principles for achieving the Zara’s aspires. In addition, this part concentrates the purpose or
accountability of executives or the strength of legal or autocratic arrangement on human resource
management movements in Zara. Secondly, this note concentrates the reasons of human
resource training with procedures of set up human resource needs. Afterward, this part assesses
and contrasts the service or selection process in Zara with Rupali Exchange. Thirdly, this
assignment assesses the association between inspiring theory and reward at Zara. Subsequently,
this part evaluates the improvement of employment evaluation at Zara. Next, this part assesses
the effectiveness of reward systems at Zara or considers the procedures Zara concern to
monitor employees operate. Fourthly, this report distinguishes the reasons for termination service
contract in the Chicken Master. Finally, this report explains utilize opening events or considers
the strength of legal arrangement on staff cessation contract.
Task 01
1.1 Distinguish between personnel management and human resource management
PM HRM
PM believes the staff as effort for
achieving business aims.
HRM believes the staffs as expensive sources
for achieving business aims.
PM concentrates on staff pleasure,
separation of staffs, enlarged manufacture,
or schedule purposes.
HRM concentrates on the managerial
purposes, group job, society, staff
contribution, or planned purposes to assemble
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business objects.
PM is considered as the traditional human
resource management process.
HRM is measured as the present method of
managing the employees at places of works.
PM focuses on employee engagement and
relationship with the employers and
workplaces.
HRM focuses on employment or selection ,
training or improvement, employee
motivation and administration.
How personal management (PM) differ the HRM at Zara and Rupali Exchange
In, Rupali Exchange, equally PM and HRM are effective jointly as a section. According to
Rupali Exchange (2016), Rupali Exchange’s owner is responsible to commitment with every the
personal management and human resource management authority. All employee associated
objects including employee relationship, employment or selection, expense method, training and
improvement, and conflictions in Rupali Exchange are major by the owner of the organization.
There is no challenging between HR department and personal management department.
In Zara, HRM’s major duty is to recruit or select employee from several places and
environments. According to Zara Annual Report (2015), this staffs are motivated and
knowledgeable people from confined areas. Next, HRM is liable for instruction and development
of the staffs. Subsequently, HRM evaluates the proficiency or staffs activities or gain significant
authority. In contrast, personal management of Zara emphasizes on operating motives or acts
day by day company authority.
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1.2 How HRM functions help Zara in achieving its purposes
According to Meudell and Callen (2014) suggestions, human resource management principles
play significant role in achieving the roles of association including Zara. Human resource
management helps in several behaviors that are explained as hereunder:
Reward and incentives
According to Parry (2014) notes, recruiting effectual or proficient recompense as well as
motivation work is one of the main purposes of HRM. HR section of Zara has initiated
effectual encouragements or recompense activity for the staffs. Therefore, employees at Zara
are more encouraged or engaged in evaluate to the opponents. The elevated motivation or
preservation stage at Zara provides the business achievement with developed act (Zara
Annual Reports, 2015).
Recruitment and selection
As Parry (2014) notes, HRM’s major responsibility at Zara is recruit or select the right staffs for
the several areas on the right time. The methods of employment recruit the motivated or skillful
employee and give them inspiration. These methods motivate the employees of Zara.
Additionally, the employments methods are lower prices productive or period massive, which
keep an election for Zara Company.
According to Zara (2015), In contrast, the selection method at Gregg selects and recruits staffs
from educationally several places. Consequently, Zara can gain different details or exercises
and can gain sustainable aggressive regarding. Additionally, the measured recruitment or
selection helps Zara to reveal the motivated or knowledgably employees.
Motivation
According to Parry (2014), HRM’s major motive is to encourage the work forces at areas of
works. Zara’s HRM recruitment performs executes evaluation from timely and respects their
inspiration phase to their say. When it overlooks that the staffs are not motivated in several
methods, it contains significant authority or motivates the inspiration in all phase. Additionally,
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when any disagreement occur at Zara’s place of work, the HRM observes the aspects very
doubtfully, or companies the aspect stimulating or promote them to decide the agreements in on
kind way.
Communication and Engagement
According to Parry (2014) notes, HRM hit important role to the world to the employees to
enhance well-built relationship or unite them in the organization. Zara HRM communicate to
the staffs during different technique as well as increase better correlation or selection them in the
organization for extensive time. This better relationship or selection assists Zara to gain
improved proficiency and perform from its workers (Zara, 2016).
Training and development
The HR sector of Zara is accountable for training or improvement of its workers (Parry, 2014).
HR sections act examine or observe on the guidance or development desires on common base
and provide capable instruction as required. This is for the motive which staffs gain knowledge
or compliant on the Zara motives during this teaching or development. In addition, this teaching
or development actions at Zara continue to operate all over improved proficiency at place of
employment or distended in common organizational performances (Zara, 2016).
1.3 Evaluate the role and responsibilities of line managers in Zara and how it
supports human resource management functions
As Steven (2015) notes, managers are those who work in the concentrate of sector leaders or
employees in a management. The major responsibility of manager to communication the
important management about the performance of team helps note their activities this human
being. In addition, the responsibilities of managers are: 1) daily staffs’ company; 2) conducting
function operating cost; 3) giving technical ability; 4) employment section or schedules of a
company; 5) employment method organization; 6) brilliance assessment; 7) customer selling;
and assess working performance. The place of line managers in a service is illustrated in
summarize below:
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Diagram: Line manager position at organizations Source: Steven (2015)
In Zara, line managers knock important purpose in the accomplishment of employment. Firstly,
line executives at Zara give a large amount in the act or development of HR techniques or
methods. Next, lines managers assess or make sure person performance as well as give in
determining executes increase of individuals. This is the responsibility of Zara’s manager to
expand stronger relationship with the employees to increase their requirement, maintenance or
truthfulness and job satisfaction. If staffs at Zara’s rules are not satisfied with leaders, they are
de-motivated or overcome their inspiration to demonstrate better performance at work places.
The managers are also responsible for making staffs schedules, managing individual works,
conducting any confliction improved. If any workers supply unwell label or not present for
lengthy times, the leaders should proof the essential information and want to details the locale
leaders. Adding, leaders at Zara desire to confirmation the works of the staffs or need
reporting to the senior leader. In short, the manager at Zara is responsible to make safe or
hospitable place of works for the staffs, where the staffs ought to treat as the family workers
(Zara, 2016).
How line managers’ responsibility support HRM functions
Employee engagement
The method leaders obtain to manage their employees is the generally important matters in
employee selection. Leaders create the administrative development for their teams. If leaders
focus on their employees’ knowledge’s or maintain discharge contact, they are supplementary
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possible to unite or maintain their employees. Leaders who focus on the indifferent methods of
employee performance, micromanage their employee and search for to enhance their individual
situation will create disconnected or displeased employees. Human resources measure employee
selection all over evaluations; however appointment is created by leaders.
Performance appraisal
Although performance assessment techniques may be considered by human resource managers,
they are accomplished by leaders. Employees’ performance or behaviors are measured by
directly leaders. Answer is given in a conversation discussion among the employee or leader. For
reply to be capable, it must be spoken in an actual or logical process. If leaders’ explain impartial
or way the assessment as a mark group uses, the assessment method will lose trustworthiness.
Discipline employees
Guideline in workplaces begins when a leader starts his vision with his team. These visions may
be continued by methods or technologies created by the human resource subdivision.
Alternatively, the leader's reassurance to completing the rules is extra possible to manage
personnel performance and act than any flat worker conduct. If he conducts to get administrator
corrective act beside a team connect, his own act will be throwing back at him.
Performance related pay
When an employment has an act-associated distribute arrangement, the executive has an
significant purpose in determining if his instantly notes will get, with supreme skilful workers
obtaining extra enhance. Performance grading from leader can manage the amount of broaden
employees’ ordinary human resources. For an act-associated distribute method to be authentic, it
must be invented as lawful or article. Leaders need teaching to confirm that their gradings are
involved on purpose standard or are not unfair or prejudiced.
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1.4 Analyze the impact of the legal and regulatory framework in human resource
management
As Mathis and Jackson (2010) suggest, organizations' need to follow many legal or regulatory
framework. The major ones are assemblage as lining, employee regulations, worker
development, reward honors, employee protection or imbursement. This configuration is
illustrated in the stature below:
Diagram: Legal Framework in HRM Source: Mathis and Jackson (2010)
The legal and regulatory framework plays important role in the success of business human
resource management including Zara. The staffing related regulation such as Employment Act
2008 forces the Zara to strictly follows this act during the recruitment and selection process and
job termination process. The employee development related regulations such as National
Minimum Wage Act 1998 motivate the staff at workplace and retain them for long time basis.
The employee relation related act such as Race Related Act200 and Sex Discrimination Act 1997
ensures the workplace free from any kind of discrimination, which improve the employee
relations and improve the employee performance in the workplace. The compensation related
regulation such as Equal Pay Act 1970 ensures that the staffs are getting fair treatment from their
employees, which improve their motivation and performance. Finally, regulations related to
employee maintenance and welfare such as Contract Labor Act 1970 and Child Labor Act 1986
support both Zara and its workers to ensure capable workers.
The above mentions regulations affect the HRM of Zara in different ways. Firstly, HRM of Zara
needs to follow these legal and regulatory framework which take time and spend a huge amount
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of money. This is because Zara needs to implement its procedures and policies according to these
legal and regulatory framework. In addition, Zara needs to train and develop its employees on
these legal and regulatory issues which is cost effective and time consuming. On the other hand,
if the Zara fails to obey these legal and regulatory framework, it will may be the cause of big
financial and reputation damage for Zara. These may come from tribunal and business
stakeholders.
Task 2
2.1 Analyze the reasons for human resource planning in Zara
Human resource setting up presents to a process that assessment human resource need
systematically to explain a variety of staffs essential, aptitude necessary, flexibility essential.
There are a number of reasons of human resource training in association like Zara. First, human
resource research assists Zara to find out the essential quantity of staffs with aptitude or expert
necessary.
Second, it assists the organizations to use their resources proficiently or protect the employees to
improve protection. Third, human resource development concerns staff development or
improvement during instruction to improvement or are triumphant. Fourth, it helps organizations
to motivate the employees for disburse improvement, improved effectiveness, as well as support.
The human resource training process which can be occupied by organizations for example Zara
is illustrated in the stature below:
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Diagram: Human Resource Planning Process Source: Lecture Notes.
2.2 Outline the stages involved in planning Human Resource Requirements
Human resource training tenders to a process that assessment human resource need
systematically to explain a number of workers’ essential, aptitudes essential, flexibility needed.
According to Gallagher et al. (2013) suggestions, organization should follow six steps human
resource training process which is illustrated in the stature.
Analyzing organizational objectives
In the prime step, human resource training should examine executive substances, aims, and
responsibility or vision. In this pace, human resource executives complete either inner or outer
business examines using equipment for instance SWOT analysis, Porter Five Forces analysis
tool, PESTLE analysis (Gallagher et al., 2013).
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Diagram: HRM planning process Source: (Gallagher et al., 2013).
Analyzing the inventory of HR
In this stage, the company including Zara conduct an analysis on the inventory level of its human
resources. This stage the present number of employees, the motivation and the efficiency of the
staffs are analysed. This section also focuses on the staff engagement, their faithfulness and
defenses (Gallagher et al., 2013).
Forecasting
In this stage, organizations including Zara evaluate the supply and demand curve of its their
employees and human resources. The labor market and employment market are analyzed in this
stage. The financial and economic circumstance are also investigated here (Gallagher et al.,
2013).
Defining skills gaps
In this stage, the employers identify the skills gaps among their employees. This stage also
considered what kind of training and mentoring needs to overcome the skills gaps (Gallagher et
al., 2013).
Formulating action plan
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