Human Resource Management Report: Posh Nosh Limited Assessment

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Posh Nosh Limited. It begins by differentiating between personal management and HRM, highlighting the latter's role in organizational success. The report then assesses HRM's functions in contributing to organizational goals, including recruitment, training, and maintaining a positive work environment. It evaluates the roles and responsibilities of line managers in HRM, such as employee engagement and performance appraisals. Furthermore, the report examines the impact of legal and regulatory frameworks on Posh Nosh's HRM. Task 2 analyzes the reasons for HR planning and its significance to the business, outlining the stages involved in planning human resource requirements and comparing recruitment and selection processes. Task 3 investigates the link between motivational theory and reward systems, evaluating job evaluation processes and the effectiveness of reward systems, and providing methods for monitoring employee performance. Task 4 focuses on circumstances of employee cessation, exit procedures, and the impact of regulatory frameworks on these arrangements. The report concludes with a summary of findings and recommendations for Posh Nosh Limited.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION..........................................................................................................................................................1
Task 1..............................................................................................................................................................................1
AC 1.1 Difference between personal management and human resource management.......................................1
AC 1.2 Assess the function of the human resource management in contributing to organizational purpose.. .2
AC 1.3 Evaluation of roles and responsibility performed by line manager in human resource management.. .3
AC 1.4 Analysis the impact of the legal and regulatory framework on human resource management for the Posh
Nosh limited.........................................................................................................................................................4
Task 2..............................................................................................................................................................................5
AC 2.1 Analysis the reasons for the HR planing and its importance to the business..........................................5
AC 2.2 Stages involved in the planning human resource requirement................................................................5
AC 2.3 Compare the recruitment and selection process of Posh Nosh limited...................................................6
2.4 Evaluate the effectiveness of the Posh Nosh recruitment and selection techniques with subway................7
Task 3..............................................................................................................................................................................7
3.1 Assessment the link between motivational theory and reward system..........................................................7
3.2 Evaluating the process of job evaluation and other factors determining pay at Posh Nosh limited..............8
3.2 Assessment of effectiveness of reward system..............................................................................................9
3.4 Explanation of methods of monitor employees performance in Posh Nosh limited.....................................9
Task 4............................................................................................................................................................................10
4.1 Identification of the circumstances in which employee cease employment................................................10
4.2 Describe employment exit procedure for the business................................................................................10
4.3 Impact of regulatory frame work on employee cessation arrangement.......................................................11
CONCLUSION.............................................................................................................................................................11
REFERENCES..............................................................................................................................................................13
Index of Tables
Table 1: Difference between Personal Management and Human Resource Management ............................................4

INTRODUCTION
Human resource management play very important role in success of every business. This is because, it
assists to deal with different aspects of the organization such as compensation, performance management,
development, benefits to employees, training to others, etc. It demonstrates strategic role at workplace of culture and
environment development. Further it also provides effective working of the business with excellence knowledge
towards the business activities. In this context, present report based on Posh Nosh which has the effective human
resource in the business who deals with several activities of the enterprise. In addition to this, the company has
effective performances in term of recruiting and selecting the people in business environment. For gaining insight
knowledge of the company, report covers difference between personal and human resource management for selected
business unit. Furthermore, it focuses on the roles and responsibilities to collect relevant information about the
organization goals and targets. Moreover, it includes stages that are involved in planning and operating the activities
in the chosen organization. In addition to this, it demonstrates that understanding required to creating link between
reward and motivation on the functions and operations in business environment.
Task 1
AC 1.1 Difference between personal management and human resource management.
Posh Nosh limited is the food chain and event catering business with their 25 year of exist in the market.
Now they are opening in the London with ten outlet. They have high qualified team. But they don't have the
effective Human resource management. The all the works are done by the personal management (Amarakoon and
Verreynne, 2016).
Table 1: Difference between Personal Management and Human Resource Management
Key points Personal management Human Resource Management
Meaning It is the entity which manage the
workforce with the systematic
manner. It is the small part of the
human resource management.
It is responsible to manage entire
organization structure with different
practices to maintain the relationship
with employees to achieve the
organizational objectives.
Approaches Personal management is the
transitional approaches which is not
effective (Armstrong, 2006).
Human resource management is
modern approach to make
organizational more effective
Treatment of manpower Personal management treat the
manpower as tool or machine.
Human resources' management treat
the manpower as asset of the o
organizational.
Function It is the transaction function. Human resource management is

transformation function.
Communication Personal management is the way of
Indirect communication.
Human Resource management is the
direct way of the communication.
Labour Management They mange the labour with the
collective bargaining (Bal and De
Jong, 2017).
Human resource mange the labour
with the individual contract.
Decision In the personal management the
decision will be carried out very
slow.
Human resource management always
take rapid decision.
Design of job Personal management have division
of labour.
Human resource management have
groups of team.
From the difference between personal and human resource management it can be generalize that human
resource is the better approach to deal in the small and medium size business. Because in SMEs like Posh Nosh
limited have to focus on the employees as well to achieve the business objective. Human resource deal with the such
aspects with their different human resource practices (Baum, 2016).
AC 1.2 Assess the function of the human resource management in contributing to organizational purpose.
To fulfil organizational need human resource work according to different function which can easily
contributing to achieve in the organizational purposes. Some functions are as following:
 Recruitment and selection: For every human resource manager this the basic function they have to focus
that is recruitment and selection in the organization. Recruitment start with searching or find the new
employees, to design the new position in the organization all the things will be consider on the recruitment
while the recruitment end the process of selection will start (Brueller and Markman, 2016). It includes the
process of hiring any organizational follow such as interview stages and other process for hiring of a new
employees contribute in the organizational success.
 Induction and orientations: It is the process after the selection in which the organization welcome the new
employees. induction motive is to give basic understanding of the roles and duties have to perform to the
employee in organization and style of working is consider in it.
 Training and Development: if the organizational wants their employee to be more skilled and develop. It is
responsibility of the human resource to boost the employee performance with proper training and
development (Cornelius, 2012).
 Maintain the organizational Environment: Human resource management have to maintain the
organizational environment with certain activities such as utilization of proper resource of the organization
and safety needs to be fulfilled of the employees to make working condition more better which can be
leaded to manage the organizational environment.

AC 1.3 Evaluation of roles and responsibility performed by line manager in human resource management.
Posh Nosh limited is the small business in which the departments are less and organization can be
managed by the line manager. Line manager is the person who implement day tot day operation with different
human resource initiatives such as:
 Employee Engagement: It is the line manager responsibility to conduct activities for the employee
engagement. They have to encourage the employee more than their subordinates. Proper communication
with employee and listen their problems is the role and responsibility of the line manger (Dickmann and
Sparrow, 2016).
 Performance Appraisal: Employee performance measure by the taking appraisal of their performance with
different methods. It is line manager who will implementing the performance appraisal for the employees
and give proper feedback to them.
 Discipline the Employees: The most important task to perform by line manager is to discipline the
employee in the organization. Sometime lack of education in the small business employees are not aware
about the organizational procedure. It is the line manger who supervising for maintain discipline (Hafeez
and Aburawi, 2013).
 Pay according to performance: The line manager have to give feedback according to the performance of the
employee from which the management decide their pay according to performance of the employee. Rating
of the line manger is the final decision to fix the pay for the employees.
AC 1.4 Analysis the impact of the legal and regulatory framework on human resource management for the Posh
Nosh limited.
The legal and regulatory frame works are the laws which are made for the employee and employer
relationship smoother and the organizational environment became healthy. Impact of different legal and regulatory
framework on human resource management of the posh nosh limited are as follows.
 Equal employment opportunity: it is the law to protect the employee from the unfair discrimination in the
work. Human resource manger is responsibility to treat every employee equally at workplace.
 National Minimum Wages act 1998: it suggest that the every employees should get minimum wages as per
hour. Some of the fixed pay in this laws are affect to the human resource management. They have to
change their wages policies according to the laws (Jabbour and de Sousa Jabbour, 2016).
 Employee right act: In this law it is suggest that the every employee have their right to demand for their
safeguard with the organization. It is the human resource management to fulfil the needs of the employee
according to their needs. Sometime high demand from the employee according to such laws have huge
impact on the management.

Task 2
AC 2.1 Analysis the reasons for the HR planing and its importance to the business.
For the small business the HR planning is not consider the important aspects. But to grow the small
business from the roots HR planning required.
HR planning aim is to manage the manpower of the organization in a systematic manner to fulfil the need and
achieve the objectives of the organization (Martin and Stiles, 2016).
Importance of HR Planning:
 Future manpower needs: HR planning is important to fulfil the needs of organization in the recruitment of
the new employees for the future in context of the current business growth. If the management already plan
for the future manpower need that the shortage of manpower will not arise in front of the management.
 Coping with change: HR planning is important to the coping with changes such as change in the
technologies which can be the major factor in the business. Current business policies can be change in the
future have to considered this parameter for human resource planing (Amarakoon and Verreynne, 2016).
 Proper Utilization Human resource: It is the planning required for the utilization of human resource in a
proper manner so that resource in the future may save and the organization can meet their objectives.
 Uncertainty reduction: HR planning is important for to reduce future uncertainty which can cause the
problems for the organizations and economy of the nation hindrance to the business objectives
(Armstrong, 2006).
 HR will help business to understand deeply for and fulfilled the requirement of all stakeholder which are
important for organisations.
AC 2.2 Stages involved in the planning human resource requirement.
For the human resource planning certain stages are involved such as:
STEP 1. Review your business goals:
It is the first step involved in the HR planning to review the business goals in context of priorities which
are set for the business. Sometimes the government involvement in the small business may affect their objectives.
STEP 2. Scan the Environment: The next step is to scan the environment with factors of the organization which can
be the external and internal factors.
 External factors: For the human resource the external factors has to considered for the planning such as
labour market trends and the current projected economic conditions. Changes in the laws can affect the
business that may cause for the human resource. Changes in the technologies can be the major factor in
front of the management which lead to reduce the cost of the organization (Bal and De Jong, 2017).

 Internal Factors: the workforce style and current job designs for the organizations has to be considered.
Also changes in the policies for the organization
STEP 3 Identify the Gaps:
once the step 1 and step 2 have been planned the next is step to identify the gap to get the better outcomes
for the organization in reference of the current and future needs. The succession planing have for the betterment of
the organization should be the priority in it (Baum, 2016). The gap will be idfeftie accorduing to the various problem
occured in ther firm.
STEP 4 Develop your plan:
It can be including the human resource policies which is important in the planning to fulfil the needs of the
business. The plan have top develop according to the requirement of the organisation and employees to boost
performance.
STEP 5 Measures your Progress:
If the above step have been done that the next step is to measures progress according to the planning of the
management. If the results are not according to the planning than there is possibility to pre plan again on the basis of
current outcomes. Once the human resource planning have been done effectively it should be measure the outcomes
and work according to planing all the rules and regulation have top carries out while measure the progress it has to
be compared with past progress of the organisations.
Illustration 1: Internal Factors Involved in The Planning
(Source:Human Resource Management Day to Day, 2017.)

AC 2.3 Compare the recruitment and selection process of Posh Nosh limited.
For the every organization recruitment and selection is the important aspect for them. But for the posh
limited it is not easy task. They have to hire new employees for the ten location s in the London. If we compare the
posh limited with subway than progress for the origination which are small is not comparable (Brueller and
Markman, 2016). Subway is the biggest food chain in the world and the posh nosh limited is the small food chain
which don't have the global presence. The recruitment selection process at the subway is depend on the demographic
and geographic size. But the posh nosh don't carried such step. The various situation that organisation is They use
the personal interview and based on the education of employees which may affect to their business. While subway
has totally different from the posh nosh in which they try to check the mental behaviour of the candidates
(Cornelius, 2012). Subway follows the standard stages of the interview for the implementing it recruitment and
selections process with the fulfilment of various division. The posh nosh limited follow general step because they
don't have large organization but now they want to expand their business in which the standard recruitment and
selection process require. But the cost involved in the recruitment and selection have to incurred more for the posh
limited while subway has global presence and people want to do job in subway.
2.4 Evaluate the effectiveness of the Posh Nosh recruitment and selection techniques with subway.
To know the effectiveness of recruitment and selection techniques on the basis of education and strong
background is not effective in posh limited while the subway have the standard interview process in which they get
the best possible candidates for their organizations. Training and development for the posh limited is not consider in
the priority for the management which can reduce the performance the employees which are not capable to do their
work due to the less understanding (Dickmann and Sparrow, 2016). The internal recruitment process effective for
the subway which lead to promote the higher position for more authority jobs. Posh Nosh limited policies are not
according to their process of the recruitment and selection. It is important to brig the better knowledge and skill in
the candidate to take the mode of process Which the posh nosh limited have been attempted the organisation
performance. The values and ethics of the candidate will be important at the time of selection. While the subway
used the specific format for the selection which are for them to bring the better resource in the organisation.
Task 3
3.1 Assessment the link between motivational theory and reward system.
For the organizational become more productivity that they have to focus on the motivation for the
employees and reward should be given to them. The Posh limited is the largest brand in the United kingdom which
brings many changes in the organization due to the reward system. But for the small business employee need
monetary benefit rather than speeches from the mentors. In the motivation theory most important things considered
is the hygiene factors of the employees in terms of the compensation or salary is the motivation factors. While
reward will get when the employee performed in their task (Hafeez and Aburawi, 2013). Also it include the working
condition of the employees will be the motivational factor for them. Moreover the motivational theory suggests that
the achievement and opportunity for the employees should be considered as the motivator factor for them. Reward is
the part of the motivational theory. The performance of the employees also considered in team working and team

leading when the right person will lead to the right team and the employees are part of the suitable team can get the
motivational factor for them. The growth of the business is depend on the employees working style. Employees get
more motivation the chance of growth in the business will be increased. Motivational theory will give only one side
solution for the employees. Reward system of the organization will give more complement to the employees' ad they
will work for getting more reward which will be benefited for the both employees and organisations.
3.2 Evaluating the process of job evaluation and other factors determining pay at Posh Nosh limited.
The job evaluation is the process to evaluate the jobs to fulfil the requirement of the organization. The
benefits of the job evaluation is to find the current need of the manpower in the organization so that the productivity
can be increased. In the posh nosh limited they used the procedure to evaluate the job to fix the salary and the
employees participation for the organization. There are certain stages involved in the job evaluation such as follows:
 Preliminary stages: This is the first stage to evaluate the job is to get the issues related with the
current business. It can be need of improvement in the current situation of the business.
 Planning Stages: It is the important stage for the job evaluation and it can also determine the pay at
the Posh Nosh limited. It can be planing related to the job evaluation and the pay decide for
employees regarding policies of the organization.
 Analysis Stages: once the planing have been done the next stages is to analysis the data collection
for the evaluation of the job. The other data related with the internal business of the organisation.
 Monitoring and Controlling: The last stage is to monitoring and controlling of the employees with
their evaluation of jobs and their performance in work also pay will be determine according to the
process (Jabbour and de Sousa Jabbour, 2016).
3.2 Assessment of effectiveness of reward system.
Reward is the only motivation factor for the employees and it will be depend on their performance. Reward
can be monetary and non monetary. Posh Nosh reward the both the system to their. But in the monetary system the
employee better performance is considered with different parameter. While the non Monterey reward will be
discrimination with the other employees at the posh nosh limited (Learning styles, 2016).. But he reward system not
only gave the high growth of the organization it can able to get organizational growth. The business is the small but
the employees are not able to stay in the organization so the human resource management try to retain the employees
with this system as the posh nosh HR manger does (Jabbour and de Sousa Jabbour, 2016). Also the reward system is
the motivation factor for the employees in which the posh nosh limited get the high growth in the business as well
their revenue increase due to the employee efforts towards their work. Moreover, the Posh Nosh limited try to
changes their business polices regarding compensation. The more the reward have been given tot the employee more
opportunity for the business will arise. The effort are doubled after the monetary reward. But in the non Monterrey
reward the employees performance increased because they also need the Monterey reward rather than the gifts and
other befits from the organization.

3.4 Explanation of methods of monitor employees performance in Posh Nosh limited.
For every business employees are the key asset in higher growth of the organization. To monitoring
employees performance various methods are used by the posh nosh limited such as:
 Carry out client survey: For the best feedback of employees, organization can use the client to get the
employees review. Because they most interacting with the employees are the clients according to their
experience with the employees feedback can be taken. Posh nosh limited have to take feedback from their
customer to carry more business in the direction of high growth (Amarakoon and Verreynne, 2016).
 Punctuality: the proper discipline and punctuality in the jobs can be monitoring for the human resource
manager for the employees performance in the posh nosh limited. This can be done through then better
policies rather than then strict polices implementation . To make business on the path of the successes the
employees punctuality and the dedication towards the work should be considerer from Posh Nosh limited.
 Observation on their each step: if the management will noted down the every step of the employee in
context of their professional behaviour and attitude towards the work. Also observe the personal habit of
the employee is helpful to the Posh Nosh limited to monitoring the performance of the the employees
(Armstrong, 2006).
Task 4
4.1 Identification of the circumstances in which employee cease employment.
When the employee cease the employment in the organization it will be loss for the business. To save from
the such loss the Posh Nosh limited try to take major changes in their model. But though it impacted on their
employment loss on business due to various reasons such as:
 Change in the organizational policies: Suddenly changes in the organizational policies impact on the
employee as they loss trust on the organization which may cause un satisfaction from them and they try to
leave the organization. The same things happen with the Posh Nosh limited in which they try to best
changes in the polices for their more standard process in the management. But due such changes the
problem have been solved in terms of business growth (Bal and De Jong, 2017).
 Job insecurity: to secure the employees for every organization is the first first priority. Employee want the
safety of their jobs due to the changes in the economy or any other changes may affect on their jobs. Posh
Nosh try to resolve such issues of their employees in term job security. They proved other benefit to
employee in which they can trust on the management for the job safety which result to growth in the
business of Posh nosh limited.
4.2 Describe employment exit procedure for the business.
For every business the exit of the employees get some inside stories from the employees and that is the key
to get information from the employees. but when the employment exit than problems will be burden on the
employees as well on economy. Mostly companies used to exit interview for the employees in which they collect

some issues regarding with the organization and other employees. in subway they also us the exit interview process
for the employees to find the reason behind the leaving the organization (Baum, 2016) . Posh nosh limited is also the
well settle brand but their they don't have such procedure and it cause in the growth of business. At this situation
human resource manager take the corrective decision to make effective exit procedure in the organization which can
retain the exit employee from that procedure. Sometimes employee exit sue to their small problems. Due to such
problems the posh nosh limited have been face the problems such as shortage of employees which brings to slow
growth of the business. If they adopted such procedure they can save their employees as the subway has adopted but
posh nosh limited management is not that effective. It is necessary for them to implement such policies can help
them to survive their origination goodwill (Brueller and Markman, 2016).
4.3 Impact of regulatory frame work on employee cessation arrangement.
To make any organization more better regulatory frame work play major role for work on employees
cessations arrangement. Some of the laws which emphasis the employment right act 1996 focusses on the right of
the employees in the organization. It can be their personal need have to fulfil by the management. If the
organization terminated to the employee it is their responsibility to give proper reason for the termination. This the
right from the employees that they have to know each and every aspect regarding their jobs. Legal demand will be
fulfil by the human resource management can be the issues for the cessation arrangement for the employees at the
work. More the organization give flexibility they have the option to implement the laws in the organization with
regarding their policies (Cornelius, 2012). Some laws are impact on the organization which are related to employee
favour such as minimum wages act. Due to such laws some of the employee are trying to manipulate to the
management. More the laws are implemented posh nosh have to focus on the employee welfare and their
development. The safety regarding the employees in the posh nosh limited have been the major issues in some outlet
as peer the law it is the responsible of the organization to make safe their employees. laws are fro the betterment of
the employee and the organization but the policies of the management raise the conflicts situations (Dickmann and
Sparrow, 2016).
CONCLUSION
From the report human resource management it is concluded that posh nosh limited required the better
implementation of the human resource management in their organization. The vast difference between the personal
management and the human resource management also suggest that the organization which are expending their
business have to focus on the human resource management. Also the contribution of recruitment and selection in the
organization for getting best suitable candidates in the organization which can achieve the objectives of the
business. The minimum wages act have to focus on the employees fixed pay from the organization. Sometime legal
regulatory have high impact on the organization in which human resource have to focus on sudden change in the
organization policies. Due to such changes employee will loss the trust from the management. To monitoring the
employees performance certain measure have to focus by the management in which they try to ensure with reward
and other motivational factors. For the large business the exit employment procedure is important to retain the
employees and also is will be benefits for the organizational to collect some information. The impact of the