Human Resource Management Report: Mamma Mia Restaurant Case Study

This report provides a comprehensive analysis of human resource management (HRM) within the context of a new Italian restaurant chain, 'Mamma Mia'. The report begins by differentiating between personnel management and HRM, highlighting the strategic importance of HRM in achieving organizational goals. It then examines the roles and responsibilities of line managers, emphasizing their crucial contributions to employee engagement, performance, and discipline. Furthermore, the report analyzes the impact of legal and regulatory frameworks on HRM practices, particularly in recruitment and selection. The report also delves into human resource planning, exploring the reasons for its importance and the stages involved. It compares recruitment and selection processes, evaluates their effectiveness, and assesses the link between motivational theory and reward systems. Finally, the report explores employment cessation, identifying reasons and procedures, and examines the legal and regulatory impacts on these arrangements.

Human resources management
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TABLE OF CONTENTS
LIST OF FIGURES.........................................................................................................................4
INTRODUCTION...........................................................................................................................5
TASK 1............................................................................................................................................5
1.1 Difference between personal management and human resource management .....................5
1.2 The function of HRM in contributing to organization purpose in given scenario.................6
1.3 Roles and responsibilities of line managers of different restaurant......................................7
1.4 Analyze the impact of the legal and regulatory framework on human resource management
on Italian restaurant .....................................................................................................................7
TASK 2............................................................................................................................................8
2.1 Analyze the reasons for human resource planning in organizations......................................8
2.2 Stages involved in planning human resource requirements...................................................8
2.3 Compare the recruitment and selection process in two organizations...................................9
2.3 Evaluate the effectiveness of the recruitment and selection techniques in two organizations
....................................................................................................................................................10
TASK 3...........................................................................................................................................11
3.1 Assess the link between motivational theory and reward....................................................11
3.2 The process of job evaluation and other factors which determine pay................................11
3.3 Effectiveness of reward systems in different contexts.........................................................12
3.4 Methods used for monitoring employee performance ........................................................12
TASK 4..........................................................................................................................................13
4.1 Identify the reasons for cessation of employment with an organization..............................13
4.2 Employment exit procedures used by two organizations....................................................13
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4.3 Examine the impact of the legal and regulatory framework on employment cessation
arrangements..............................................................................................................................14
CONCLUSION .............................................................................................................................14
REFERENCES .............................................................................................................................15
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INTRODUCTION
Human resource management is concerned with the management of people within
organization. This department performs variety of activities from employee recruitment, training
and development to performance appraisal of an individual employee at workplace (Kozlowski
and Salas, 2009). In this regard, four different scenarios have been taken to better understand the
difference between personnel management and human resource management. Furthermore,
report also describes the impact of the legal and regulatory framework on human resource
management in different situations. At the end of the report, researcher would be able to identify
the reasons for cessation of employment within company.
TASK 1
1.1 Difference between personal management and human resource management
Around the end of the 19th century, history of personnel management begins. Initially, it
was framed for the purpose of providing protection to women and girls. The main aim behind
developing HR policies was to improve working conditions. During the First World War,
changes were raised and women were recruited in large numbers to fill the gaps left by men.
After that, job of labour manager or employment manager came into exists and large departments
were made to handle absence, recruitment, dismissal, queries over bonuses and other kinds of
issues in a proper manner (Huemann, Keegan and Turner, 2007). With the changes arise in
economy and global market, a way of recruiting, retaining and motivating employees were also
changed. During the 1945s, the new term personal management was defined which integrated
employment management and welfare work together. During the 1970s and 1980s, motivation
and organizational behaviour, human resource management and employee commitment and
motivation related theories were framed (Beattie, 2002). As per the given case, David wants to
open a new Italian restaurant chain of 10 Italian restaurants called ‘Mamma Mia’ in London. In
this regard, human resource consultant has been appointed to support new business and deliver
excellent customer service within stipulated time. In order to educate David about HRM policy,
it is essential for HR consultant to provide clear differentiate between personal and human
resource management (Dimba, 2010). .
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Table 1: Difference between personal management and human resource management
Personal development Human resource management
 Traditional approach to manage people
within organization.
Modern approach of managing people.
 It focuses on personnel administration,
employee welfare and labor relation.
It concentrates on acquisition, development,
motivation and maintenance of human
resources.
 In this technique, job design is done on
the basis of division of labor.
In HRM, job design function is done on the
basis of group work and team work (Kozlowski
and Salas, 2009).
 Decisions are made by the top
management by considering rules and
regulations (Armstrong 2011).
Decisions are made through enhancing
employee's participation and decentralization
functions.
 It is a routine function and focuses on
increased production and satisfied
employees.
HRM is a strategic function and it is concerned
with all level of managers from top to bottom
(Guest, 2007).
1.2 The function of HRM in contributing to organization purpose in given scenario
The major role of HR manager is to plan, develop, and administer policies. Human
resource department is concerned with the people and their management. As per the given case
scenario of Italian restaurant, it is clear that organization will require talented and skillful
employees to carry out different activities in an appropriate manner. In this regard, newly
appointed HR consultant can appoint people from different roles that can be enlisted as follow.
Administration department of company will be able to perform record keeping, historical record
of previous action and measure employee relations (Kinnie and et. al., 2006). Besides that, HR
department of enterprise will perform various functions such as recruitment, safety, employee
relations, compensation and benefits. Despite of that, training and development function is also
performed by HR manager of company to provide training to new employee at workplace.
Along with this, it is responsibility of HR consultant to carry out different human
resource management activities such as reward management and performance management
(planning, monitoring and recording) to grasp business opportunity in an appropriate manner.
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The success of recruiters and employment functions can be measured in term of recruiting
number of talented employees (Torrington and et. al., 2009). For example: Training related to
housekeeping and hospitality can be given to the restaurant staff and the their performance can
be judged on the basis of monthly evaluation basis. In order to execute restaurant functions in a
significant manner, it is necessary for HR consultant to provide training to its staff members
because if they will be trained then they will motivate to give their best at workplace so that
quality of services will offer to customers at right time at affordable price.
1.3 Roles and responsibilities of line managers of different restaurant
Restaurants are fast-paced businesses and to attain aim and objectives of HRM, it is
necessary for line managers to perform their duties in a proper manner. Mamma Mia will be a
large Italian restaurant chain and it would be having large number of employees. It is
responsibility of HR consultant to establish communication between different departments and
employees (Tsui and Lai, 2009). In order to manage human capital, it is responsibility of line
managers to perform selection, recruitment, training and coaching activities in an appropriate
manner.
Figure 1: Roles of line managers
Besides that, employee engagement, appraisals and mentoring activities are also performed by
HR consultant in Italian restaurant chain. Apart from this, line managers play crucial role to
maintain discipline in the workplace, decide performance-related pay structure and assess
performance and behavior of employees within organization (Youndt and et. al., 2006).
There are a number of areas in a restaurant for the role of line manager: advertising,
interviewing, selecting, hiring, orientation, and discharge of HR. The responsibility of the line
manager of Mamma Mia is usually heads the safety committee. This committee makes efforts to
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keep the belongings as a safe work place through proper policy and operation. Besides that, line
managers are also responsible for performing different operations including monitoring over
operational costs, allocation of work, managing relationship with customers and checking quality
of products. They are also responsible for measuring operational performance of firm as well
(Kinnie and et. al., 2006).
1.4 Analyze the impact of the legal and regulatory framework on human resource management
on Italian restaurant
Recruitment and selection is very important part for any organization and transparency is
required in this whole process to recruit best talented employees. In order to establish new
restaurant, it is essential for HR manager to follow legal law and regulations developed by UK
government (Jackson, Schuler and Werner, 2011).
Sex Discrimination Act 1995/97: According to this law, it is responsibility of management of
company to equal treat with their employees without any discrimination at workplace. Indirect
and direction discrimination on the basis of the age, gender and their marital status are illegal in
the UK. During the recruitment of new employees, HR consultant of Italian restaurant must be
followed this regulation to decrease chance of discrimination at workplace (Edwards, Scott and
Nambury, 2007).for example: advertising related to Social Care Home must not encourages
gender biasness. For this they can advertise the ad campaigns with a famous female social
worker. National minimum wage act: It is essential for organization to follow this legislation
which emphasizes on that employee gets a minimum wage rate per hour (Kozlowski and
Salas, 2009). By considering this law, HR consultant of Mamma Mia restaurants will be
able to provide fair wages to their workforce as per the guidelines set by government. Equal pay act 1970: As per this law, it is responsibility of newly appointed HR consultant
to ensure that there is no discrimination with the employees in employment on the basis
of financial terms (Lo, 2015).
 Data Protection Act 1998: This act was developed to protect anyone to use personal
information of individuals for their own usage. In addition, it can be helpful for
organization to protect people's fundamental rights and freedoms. For example any data
or personal records of the employee and worker must be kept confidential. With is the
company related data must also be kept disclosed.
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TASK 2
2.1 Analyze the reasons for human resource planning in organizations
In the context of anticipate future business and environmental forces, human resource
planning process is beneficial for organization. It provides facility of assessing requirement of
manpower to perform organization activities in a significant manner. The main purpose of HRP
is to assess need of human capital to carry out different business functions within stipulated time
and other reasons for HRP are: (Kopp, 2006). Shortage of Manpower- Despite, the decade full of unemployment, there is a shortage of
human resources with proper qualifications, skills, and ability. That is why human
resource planning is needed. Casual Vacancies- There are so many uncertainties with employees in a company such
as, uncertain death, physical inability, etc. hence human resource planning is needed for
smooth functioning of an organization (Huemann, Keegan and Turner, 2007).
 Facing Dynamic Environment- In a dynamic environment like today, where nothing is
stable. Human resource planning is needed to cope up with risky environment, climatic
conditions
Besides that, in the context of starting up a new Social Care Home locally, new firm will require
4 managers and 20 support workers. In order to perform various activities such as marketing,
recruitment, administration and finance activities, care home will require talented and skillful
workforce. In this regard human resource planning process will be beneficial for company
(Guest, 2007). Despite of that, HRP will be required for organization in conducting different
functions such as analyze enterprise objectives, forecasting demand and supply of human
resource, estimating manpower gaps and formulating the human resource action plan etc.
2.2 Stages involved in planning human resource requirements
In order to ensure right candidates for right job, Social care home can consider human
resource planning process that can be explored as follow. Analyzing organization objectives: The main aim objective of company is to recruit best
and talented employees for providing quality of services to customers at affordable price. Inventory of human capital: At this stage, current number of employees, their capacity,
performance and potentials are considered. For the purpose of conducting different
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operations, management of organization will require 4 managers and 20 support workers
(Edwards, Scott and Nambury, 2007). Forecasting demand and supply of human resource: According to their job profile, by
effective use of internal and external sources requirements are measured and fulfilled.
The forcast of demand and supply is doneThen the market research is done. Number of
candidate needed, there qualifications, skills and aptitude are then tested (Lo, 2015).
Their job profile, job evaluation is keenly done. There should be proper matching of job
description with job specification, and the profile of the person should be suitable to the
Social Care Home. Estimating manpower gap: Comparison of human resource demand and supply is
required in order to identify actual position of workforce such as surplus or deficit of
human resource (Kozlowski and Salas, 2009).
 Formulating the HR action plan: At this stage, action plan is implemented with
considering needs of recruitment, training and interdepartmental transfer. Furthermore,
technology change, labour market competition and changing nature of work has to be
identified to implement human resource planning process at Social care home in a
significant manner (Cattell, 2006).
 Once the demand and supply is seen, manpower requirement are then evaluated
(Kinnie and et. al., 2006). That means the vacancies are filled according to
comparison between demand and supply. Two type of manpower:
1. Surplus – it means if employees are more than needed so terminations are done.
2. Deficit- it means if less of employees are employed then addition of human
resources is done.
2.3 Compare the recruitment and selection process in two organizations
Companies Recruitment Selection
Tesco  To fill the vacant position,
enterprise is built internal
talent plan.
 Appoint employee for
recruitment
 People who have interested in
 Organization relies on offline
recruitment method and they invite
candidates on the basis of skills
and knowledge
 Proper list of candidates are
prepared in which information
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store job can direct approach
store with their CV (Compton
and et.al., 2009).
 If employee will meet
internally then training and
development programme is
developed.
 Both internal and external
sources are used for
recruitment such as E-
recruitment method, external
vacancy board and employee
referral and many more.
 Firm effectively use social
networking sites to
communicate with candidates
and collect information about
them like personal and
professional details
about candidate select and waiting
list are mentioned.
 If vacancy is still vacant then
suitable candidate is call for
further recruited (Analoui, 2002).
Asda  Use online recruitment system
 HR management of
organization promotes career
opportunities through internal
staff and taking help of
consultancies firm.
 New candidates will call for
interview on the basis of their
knowledge and skills like
qualification, education, and
expert area knowledge
 Shortlist appropriate candidates for
interview at Asda Reality’ or ‘Asda
Magic assessment center
 Conduct the interviews base on
critera set by firm
 Reference checking task will be
done.
 Conditional offer of
employmentwill provide to new
candidate.
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(Kozlowski and Salas, 2009).
 Internal recruitment process to
enhance speed and efficiency
of recruitment process and
save organization cost also
(Jackson, Schuler and Werner,
2011)
For internal recruitment, Tesco looks after its “talent plan” to fill the vacancy. Internally the
employee’s performance is judged for promotions (Lo, 2015). If no suitable candidate is there
then it advertises its advertisement on its internal portal. So the Tesco’s plan of recruitment and
selection is more feasible (Huemann, Keegan and Turner, 2007).
2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organizations
The effectiveness of recruitment and selection processes have followed in Tesco and Asda
can be compared on the basis of different parameters.
Table 2: Comparison of recruitment and selection techniques in two organizations
Comparison parameters Tesco Asda
Recruitment policies and
procedures
Relay on traditional
Transparent
Highly depended on modern or
online recruitment system
High transparent
Job description and analysis Standardized format
More focus on experience
rather than education
High priority is given to
education and qualification of
candidates
Recruitment methods Both internal and external
source of recruitment are used.
Both internal and external
source of recruitment are used.
High priority is given to
external method and online
method (Kinnie and et. al.,
2006).
Assessment centers  Recruitment is done It was developed Asda
Reality’ or ‘Asda Magic
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within enterprise.
 Different types of tests
of candidates such as
Psychological,
psychometric, aptitude
and practical tests are
conducted (Dimba,
2010).
assessment center to conduct
recruitment and selection
processes.
The recruitment policies and procedures of Asda is more effective as compared to Tesco
because it focuses more on online recruitment pattern. They also pay more attention on learning
basic computer skills and so that it is helpful in future. On other hand the job description and
analysis parameters is more effective in Tesco because it considers experience more prior to
knowledge. It is very important to have experience of different situation so that an individual can
effectively handle different types of problems related to business. The recruitment methods of
both Tesco and Asda are similar and hence both are effective.
Moreover, in recruitment process Asda and TESCO follow some more points:
Online application- for the details of education company take fill out the online
application. In this, candidate enter their qualification detail, their hobbies and interest area
which are related to the work.
Personality Questionnaire- At the time of submitting their online application company
want one personality test report from the candidates.
On the job evaluation- In this organization give some task to candidate and according to
the performance head department select them (Huemann, Keegan and Turner, 2007). In this they
analysis how they at tamp their task and how they lead the team of employees.
Interview –In this the last section where top department take an interview and ask some
question which are related to the work and their practical knowledge. In this section head
department analysis the personality of employees and how they interact with other members.
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