HRM Report: Recruitment, Motivation, and Employment Cessation Analysis

This report provides a comprehensive overview of Human Resource Management (HRM) and its various facets. It begins by differentiating between personnel management and HRM, emphasizing the strategic role of HRM in organizations, particularly within the context of Hunter Adams, a small HR consultancy. The report then delves into the functions of line managers in HRM, the impact of legal frameworks, and the significance of human resource planning. It compares the recruitment and selection processes of Hunter Adams and Penta Consulting, evaluating their effectiveness. Furthermore, the report assesses the link between motivational theories and reward management, evaluating job evaluation processes and the effectiveness of reward systems. Finally, it examines the reasons for employment cessation and the relevant procedures, including the impact of legal and regulatory frameworks.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Distinguish between personnel management and human resource management. .............1
1.2 assess the function of human resource management in contributing to organizational .......2
1.3 evaluate the role and responsibilities of line managers in human resource management. ..2
1.4 analyse the impact of the legal and regulatory framework on human resource
management. ..............................................................................................................................3
TASK 2............................................................................................................................................3
2.1 Reason of human resource planning in organisation............................................................3
2.2 Stages of human resource planning:.....................................................................................4
2.3 Comparison of recruitment and selection process to two difference organisations..............5
2.4 Evaluation of effectiveness of recruitment and selection process of Hunter Adam and
Penta consulting..........................................................................................................................5
TASK 3............................................................................................................................................6
3.1 Assess link between motivational theory and reward management in Hunter Adams:.......6
3.2 Evaluating process of job evaluation and other factors that determine pay in Adam Hunter:
.....................................................................................................................................................6
3.3 Assess the effectiveness of reward
systems in different contexts
of HR:.........................................................................................................................................7
3.4 Examining different methods used to monitor employee performance................................7
TASK 4............................................................................................................................................8
4.1 Evaluating reasons for cessation of employment..................................................................8
4.2 The employment exit procedure of Hunter Adam and Penta consulting .............................9
4.3 Impact of legal and regulatory framework on employment cessation arrangement............9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................10
Books and journals ..................................................................................................................10

INTRODUCTION
The primary objective of human resource management and personnel management is to
recruit, select and train the employees with in the organization. Human resource management
usually bring a profitable effect in the organization. The present report is focused on its various
aspects and the project further described about HRM, line manger and personnel management to
make better understanding and great knowledge and skill for the company (Mondy and
Martocchio, 2016). The below presented report contains the function of human resource
management and impact of legal and regulatory framework on HRM.
TASK 1
1.1 Distinguish between personnel management and human resource management.
Personnel management can be refers as obtaining, using and maintaining a satisfied
workforce. It is a basically a hiring and developing employees so that employees become more
valuable to the company.
 It is a traditional approach of managing people in the company.
 It is focuses on personal supervision, employee welfare, employment legislation and
labour relation.
 In personal management, personnel function is manage for employees satisfaction.
 Job design is done on the basis of division of labour (Mathis and et.al., 2016).
 In personal management includes: conducting job analyses, planning recruitment and
selection process, selecting right candidate for right job, orienting training and
development program, determining and designing wages and salaries.
 Providing benefits and incentives for the employees.
 In personal management, communicating with all employees at top level management
and higher level management.
 It is a routine function with in the organisation.
Human resource management: human resource management is responsible for the development
and implementation within an organization (Armstrong and Taylor, 2014). Its provide the

knowledge, training and development and talent management for the achieving organizational
goals and objectives.
 HRM is accountable for generates the culture of the organization.
 Human resource management that deals with all issues related to employee in the
organization.
 It is the modern approach of managing people in the organization.
 HRM is a new version of personnel management (Storey, 2007).
 HRM assumes individual as a beneficial resource for achieving desired goal and
objective.
 It is focuses on supervision function that undertaken for goal achievement.
 It is a strategic function with in the organization.
1.2 assess the function of human resource management in contributing to organizational
The main function of Human resource management in any organization is to recruit and
select the candidates for the company to achieve higher goals and objectives. It means finding
the right people for the right job. The goal and objective of any company is to make increase
productivity and profits so that their business get competitive advantage. Every organization has
certain goals and objective . In Hunter Adams, it is a small HR consultancy in UK. In this
company, there have a flat structure and this company does not have any human resource
function. As for a company, Hunter Adams organizations overarching goal is to make a
outsource parts of the Hr function. The company offer a clear path for HR professionals of all
levels.
So Human resource need to make all section up to date means they use different type of
training and development, employee relation, health and safety, all types of legal and
multinational skill (Avey, Luthans and Jensen, 2009). And further, HR consultant provide its
employee with a continuous training and development programme with proper and timely
motivation and reward. Performance appraisal is a most important part of any organization. And
it can helps to achieve the desired result and success.
1.3 evaluate the role and responsibilities of line managers in human resource management.
Line managers are responsible for the directly managing employees or teams with in the
organization.

Role and responsibilities of line manager are to make policies,set targets for the
organizational growth and to take wise decisions for the growth and development of the
organization. And line manger has to give update to the senior management about the work
process in organization. A manager with positive attitude can surely can take any organization to
height of sky with their brilliant business techniques. Its play a vital role in human resource
management, to meet operational, marketing and financial targets. In many company line
manager work on the behalf oh HRM. And they involve with HR related task. In Hunter Adams,
the responsibilities of line mangers can be listed below:
 To supervise their employees to take the approach of employee engagement activities. It
is the important factor for a small- sized organization to focus on the negative aspects of
the employees performance (Kang, Morris and Snell, 2007).
 Through performance management line managers are in analyses the factors behind work
performance of the staffs.
 To recognize and assess the strengths and weakness of employees.
 To provide proper feedback to employees regarding their work and other issues.
1.4 analyse the impact of the legal and regulatory framework on human resource management.
In human resource management, legal and regulatory framework to protect the employees
from unfair discrimination in the work place. In Hunter Adams, human resource manager must
meet with all employment legislation. The legislation provide a safe road for employees from
unfair discrimination and other problems at workplace with in the organization. In Hunter
Adams, legal and regulatory framework take care of the rights and duties of employees and
employer with in the organization. The main areas of legal and regulatory framework, which has
impact on human resource management are health and safety, equal employment opportunities
and pay Act, employment protection and compensation (Liao and et.al., 2009). Company must
adopt all legal and regulatory framework for beneficial of the employees in the organization.
TASK 2
2.1 Reason of human resource planning in organisation
It is refer as the obtaining skilled personal to achieve commercial target of organisation.
Their role is crucial to achieve sustainable growth. Human resource planning is systematic
process in which HR department conduct study to evaluate need of employees and develop

suitable strategy to recruit appropriate candidates to achieve effective growth of business.
Reason of human resource planning are per under;
Internal strength of organisation: employees is crucial for increase effectiveness and
efficiency of organisation to deliver better services to customer. In the present scenario of Hunter
Adams worker importance is high to attain clients and deliver skilled employees to company.
To achieve goals and objectives: human asset contribute to meet corporation target
(Black, Clemmensen and Skov, 2010). In this company want to improve satisfaction level of
passengers so they evaluate the need of workers for available vacancy within organisation. HRP
is systematic approach that provide essential data to HR department to fulfil demand of
customers.
To reach equilibrium: human resource planning is coordinate with demand and supply
of personal at corporation. In the present scenario Hunter Adams can hire skilled employees by
proper use of planning process of recruitment and selection.
2.2 Stages of human resource planning:
Conduct study and data evaluation: it is primary stage of HRP. Research of business
help to understand future trend. Adequate of study assist predict forthcoming need of
organisation (Guest, 2011). Proper collection of data aid in recognise company current and
further objectives.
Evaluation of demand and supply: the next stage study of present and prospective
demand of vacancy within the organisation to deliver better service to travellers. In this steps
human resource manager review the need and supply of skilled workers.
Demand prediction: the further stage is forecast current and future demand of personal
within the organisation to deliver better service. For example the HR manager create vacancy to
increase in efficiency in business operations. The study helps to fill the gap of supply and
requirement of employees at corporation.
Planning and evaluation: the next stage is develop suitable plan of recruit appropriate
candidates to perform their role and responsibilities to achieve goals and objectives of company
(Lengnick-Hall and et.al., 2009). Human resource manager use various methods of design best
policy by recruitment and selection of workers.

Monitoring and control: the final stage is review of plan that implemented over specific
situation to fulfil demand and supply personal and make suitable adjustment if the output is not
match with expectation.
2.3 Comparison of recruitment and selection process to two difference organisations
It is process in which acquire suitable candidate to perform role and duties to fulfil the
goals and objectives of enterprise. It is systematic procedures to appoint a suitable person on a
specific job profile within an organisation.
Comparison of recruitment and selection process of Hunter Adams and Penta consulting:
Hunter Adams Penta consulting
Company use human resource management
approach in their recruiting and selection
process.
Penta adopted traditional method in hiring
process of employees to fulfil demand of
human resource by outsider.
Hunter Adams invite number of applicants for
specific vacancy to select best one among them
that create health competitive environment
between all candidates (Kang and Snell, 2009).
By using old method of recruitment company
only invite intended person that decrease the
possibility of appoint right candidates and
competition.
Hunter Adam conduct telephone interview of
candidates before personal interaction with
them.
Company direct use personal interview to
judge their skill and knowledge with consider
their telephonic conversation skills.
To know the statistical ability organisation
arrangement aptitude test and group discussion
meeting to check their presentation quality.
There is no existing of these elements because
they using traditional approach of recruitment
and selection process.
2.4 Evaluation of effectiveness of recruitment and selection process of Hunter Adam and Penta
consulting
In achievement of sustainable growth and productivity the role of recruitment and
selection is crucial. It helps to measure and gain cost effective advantages of hiring of
employees. In the present scenario Hunter Adams adopted new or Human resource management
method of appointing of workers (Chen and Huang, 2009). They using complex process before

provide job to selected candidates on the other hand Penta using old traditional method of
recruitment and selection process. They reduce less cost on procedures as comparison Hunter
Adams. There is low complexity and effectiveness in hiring of applicants to performing role and
responsibilities within organisation. Penta adopting internal source to select right candidate by
references of existing and retire employees on the other hand Hunter Adam use external elements
in recruitment and selection of workers by using print and social media to post advertisement for
available vacancy.
Effectiveness of Hunter Adams recruitment and selection process as compare to Penta.
They use complex procedure but more productive.
TASK 3
3.1 Assess link between motivational theory and reward management in Hunter Adams:
Motivation refers as the way to encourage to employee during their contribution in
accomplishment of goals and objectives of company. Reward management is directly affect by
workers motivation. Their role is crucial in growth and productivity of company. In the present
scenario of Hunter Adams is importance to sustainable improvement in their business functions.
By using Hygiene theory organisation can increase subordinate moral along with efficiency
(Collings and Mellahi, 2009). This method of helps top management to understand extrinsic and
intrinsic factors that affect moral and productivity of employees. Reward and recognition for
individual achievement help to create positive competition among worker within corporation
assist to encourage them to perform with more efforts for personal and professional growth.
Various level need theory or Maslow theory also helps to motivate employee by deliver
their desire at various stage of life, it include infrastructure, social, self esteem and self
actualisation which lead subordinate behaviour in positive way. In the present scenario Hunter
Adams adopt two factors motivational theory to motivate its employees to encourage them put
more efforts in assigned duties.
3.2 Evaluating process of job evaluation and other factors that determine pay in Adam Hunter:
It is crucial for each and every business entity to systematically evaluate job within
company it helps top management which job require higher pay vice versa. The role of it
importance in growth and sustainable profit of enterprise. Organisations adopt evaluation

procedures according their comfort (Halpern and et.al., 2008). In the present scenario the Hunter
Adams using the following approach that are described as per under;
Method of ordering: in this approach of ranking wise job evaluate of employees. It is
useful to top management to understand value of specific role and responsibilities of vacancy
along with its monetary pay to worker. The qualitative approach help to higher authority to
analysis skills, knowledge and qualification that is needed for particular vacancy. It is also help
to pay fair remuneration for position.
Ranking method: this quantitative method that use at universal level, Hunter Adam
adopt this approach in their job evaluation for position. The concept involve these major
elements for position such as the knowledge of job profile and complexity for taking business
decision to sustain growth of organisation. By using this method company can easily increase
competitiveness of operations (Bakker and Demerouti, 2007).
3.3 Assess the effectiveness of reward
systems in different contexts
of HR:
The role of reward help to company to reach at sustainable growth and productivity of
worker. Employees motivation and confidence directly relate with recognition concept that assist
to put extra efforts in achieving business goals and objectives. There are two method of
effectiveness of reward system;
Financial reward: it is stated as fulfil need and demand of subordinate to encourage
them toward their duties and responsibilities within organisation. In the present scenario of
Hunter Adam adopting this approach during specific situation. For example providing extra
incentive for extra sales revenue in a month. It is widely used method to enhance the level of
motivation of workers (Ulrich and et.al., 2007).
Non-financial reward: it stated as the providing or encouraging employee toward their
role and responsibilities within the organisation by assigned or delegate power and authority to
control and supervise others employees. Non-financial reward system helps to create healthy
work-culture within organisation and aid in sustainable growth of business and get competitive
advantages.

3.4 Examining different methods used to monitor employee performance
Monitoring or auditing of performance is crucial for all business enterprise. Proper
evaluation of employees contribution assist to plan their personal and professional growth of
individual by enhancing their skills and ability to perform with greater efforts to accomplish
organisational target in cost effective manner. Their various model that aid in monitor workers
performance significantly;
Observation: it can be defined as review the employees performance. It generally
conduct by the line manager who is closely examine the behaviour of individual regarding their
participation in teamwork, motivation, coordination and quality of service at during performing
roles and responsibility within organisation (Vörösmarty and et.al., 2010). It is cheapest way but
time consuming to judge employees performance.
360 Feedback: in this method of performance monitoring approach employees role judge
by getting feedback about his or her contribution from co-worker, supervisor and other team
member. It is well structure model to identified strength and weakness of workers to achieve
sustainable objectives of organisation.
Benchmark: it is method in which employee productivity and efficiency review by
setting parameter of quality of work that is importance to achieve in performance. It is reliable
because it fill the gap of expected and actual achievement of the individual in specific time
period.
In the present scenario the Hunter Adams use 360 feedback and benchmark system in
measuring employees performance to meet with organisational goals and objectives with greater
efficiency and provide essential training and development program to those works who need it
(Ng, Schweitzer and Lyons, 2010).
TASK 4
4.1 Evaluating reasons for cessation of employment
There are various reasons described for cessation of employment:
Poor quality of performance: It is major reason to terminate of individual. Low
achievement affect the image of organisation which lead to decrease growth and profit of
company. For example if receptionist of hotel not able to solve queries of guest so he or she
become burden for business and brand value decline.

Behaviour of employee: sometimes the aggressive behaviour of individual arise the
difficulties for business and its growth and profit decrease along with it. Positive or cooperative
actions of worker helps to build superior work-culture in the organisation vice versa. For
example if a person pass comments on other for their race, religion, gender so environment of
workplace affect. Discriminative behaviour of people impact adversely on business function so
company can terminate them (Baum, 2007).
Other factor:
 Share confidential information to rivalries.
 Misuse of company equipments or use for personal purpose.
 Poor coordination with other team member.
 Conflict with higher authority.
4.2 The employment exit procedure of Hunter Adam and Penta consulting
Termination or existing of employee is crucial task in the organisation. It is refer as the
individual resigned from company. Various rules and regulations are involve in this procedures
of workers exist. The comparison between Hunter Adams and Penta consulting regarding
employees termination:
At Hunter Adam company adopt preplanned systematic process that provide essential
guideline about existence from organisation. Employee have to send written formal document for
applying resignation form corporation prior a month without it enterprise can take actions or sue
in some situation. HR manager conduct a interview to retain skilled workers at there (Bubolz
and Sontag, 2009).
At Penta consulting the termination procedures is very complex that affect the moral of
existing workers and create adverse perception to candidate. And nor interview before
termination.
4.3 Impact of legal and regulatory framework on employment cessation arrangement
It is important to all business organisation to use essential guidelines to maintain image of
company. HR department should use effective human resource practice at workplace. Enterprise
must provide require training to each working to achieve goals and objectives of firm with cost
effective.
The following legal rules should be adopt at work place:

Equal opportunities: it is crucial to maintain organisation image in positive by providing
equal treatment to all worker without any discrimination among them to stop employees
resignation within corporation (Hitt and et.al., 2007).
Health and safety: deliver secure working condition is moral duties of HR department to
increase the moral of subordinates. Company should consider this factors at work-culture to
accomplish predetermined target of business.
CONCLUSION
It can be conclude here that the human resource management and the legal and regulatory
framework focus on the corporation plans and policies. The main function of HRM is to
supervise employees and to meet with organization needs for progress. It deals with all issues
related to employee within company. Furthermore it has been analysed that difference process of
recruitment and selection along with workers existing procedures and describe the impact of
rules and regulations on HR practices.
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