Human Resource Management: Management of People Within Organization

Human Resource 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 TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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4.2 Employment exit procedures used by two organizations....................................................13 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.

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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 TOLL-FREE NO: +44 2038681671 EMAIL: help@instantassignmenthelp.com WHATSAPP NO: +44 7999903324 WEBSITE: www.instantassignmenthelp.com HOMEWORK HELP AND WRITING SERVICES FOR STUDENTS

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). .

Table 1: Difference between personal management and human resource management 

Personal development Human resource management Traditional approach to manage people Modern approach of managing people.



within organization.

It focuses on personnel administration, It concentrates on acquisition, development, employee welfare and labor relation.



and

maintenance

of

human

resources.

In this technique, job design is done on In HRM, job design function is done on the basis of group work and team work (Kozlowski

the basis of division of labor. 

motivation

Decisions

are

made

by

the

and Salas, 2009). top Decisions are made

through

enhancing

management by considering rules and employee's participation and decentralization 

functions. regulations (Armstrong 2011).

It is a routine function and focuses on HRM is a strategic function and it is concerned increased

production

and

employees.

satisfied 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.

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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.

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.

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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 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 TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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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.

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 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, TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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performance and potentials are considered. For the purpose of conducting different 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:

 Surplus – it means if employees are more than needed so terminations are done.  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 Tesco

Recruitment Selection  To fill the vacant position,  Organization relies on offline enterprise

is

talent plan.

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built

internal

recruitment

method

and

they

invite candidates on the basis of EMAIL: help@instantassignmenthelp.com WEBSITE: www.instantassignmenthelp.com

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

Appoint

employee



recruitment 

Proper list of candidates are

People who have interested in

prepared in which information

store job can direct approach

about candidate select and waiting

store with their CV (Compton

list are mentioned. 

and et.al., 2009). 

skills and knowledge

for

If

employee

will

suitable candidate is call for

meet

further recruited (Analoui, 2002).

internally then training and development

programme

If vacancy is still vacant then

is

developed. 

Both internal and external sources

are

recruitment

used such

for

as

E-

recruitment method, external vacancy board and employee referral and many more. 

Firm effectively networking

use

social

sites

to

communicate with candidates and collect information about them

like

personal

and

professional details Asda



Use online recruitment system



HR

management



for interview at Asda Reality’ or

of

‘Asda Magic assessment center

organization promotes career opportunities through internal staff

and

taking

consultancies firm.

help

Shortlist appropriate candidates



Conduct the interviews base on critera set by firm

of 

Reference checking task will be

 New candidates will call for done.

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interview on the basis of their knowledge

and

skills

like

qualification, education, and expert

area



Conditional

offer

of

employmentwill provide to new candidate.

knowledge

(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).

2.3 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 Recruitment policies and Relay on traditional

Asda Highly depended on modern or

procedures

Transparent

online recruitment system

Job description and analysis

Standardized format

High transparent High priority is

given to

More focus on experience education and qualification of Recruitment methods

rather than education candidates Both internal and external Both internal and external source of recruitment are used. source of recruitment are used.

High priority is

given to

external method and online TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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method (Kinnie and et. al., Assessment centers



2006).

Recruitment is done It was developed within enterprise.



Reality’

or

Asda

‘Asda

Magic

Different types of tests assessment center to conduct and selection of candidates such as recruitment processes.

Psychological, psychometric, aptitude and practical tests are conducted

(Dimba,

2010).

TASK 3

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3.1 Assess the link between motivational theory and reward In order to run consultancy business in a proper manner, it is essential of management of company to integrate link between motivation theory and reward at workplace. In this regard, Maslow and Herzberg two factors theories can be considered (Huemann, Keegan and Turner, 2007).

Maslow theory: This theory provides information about most fundamental levels of needs of an individual within organization. As per the presnet case scenario, this theory is appropriate because it helps HR department of organization to identify and fulfill needs of employees.

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For example, if company will provide reward to its employees on time then they will be able to meet their psychological, esteem and actualization needs in a proper manner. All their needs will meet then they will encourage for giving their best at workplace.

Herzberg two factors: This theory is based on hygiene and motivation factors. Physiological needs safety and social needs under the category of hygiene factors. In the absence of these factors, employee will de-motivate to give their best at workplace. On the other side, esteem and self actualization needs come under the motivating factors. For example, if will provide monetary and non-monetary rewards to them on time then they will motivate to retain with the firm for long time period. By meeting esteem and self-actualization needs, motivation level of staff-members can be enhanced (Lo, 2015).

3.2 The process of job evaluation and other factors which determine pay Job evaluation of an individual is highly depended on some dimensions which include work, knowledge, skills, work complexity, leadership and the complexity of the decision making role. These dimensions play a crucial role in the context of deciding salary of employee at workplace. In order to decide payment of individuals, target achieved by employees (sales, growth and financial) and benchmarking related factors are also considered by HR management of organization (Torrington and et. al., 2009). Effective procedure of job evaluation is: Job evaluation: it is is a systematic process for defining the roles and responsibilities of individual candidates within organization.

Types of Non-analytical Schemes: Job Ranking: In this process, HR mangerof retail firm can compare the whole jobs with one factors and arranging them in order according to rank provided Job Classification: By comparing the whole job with a scale, slotting of jobs can be done into grades like skill, decision making and responsibility (Edwards, Scott and Nambury, 2007).

Analytical Schemes: Factor Comparison: It is based on an assessment of factors and it provides opportuinity to HR manager to assign a large number of jobs to be ranked at one time and decide payment related decion at appropriate time.This method can be used to prepare adequate payment system. In addition, by using method, each factors are assessed separately like job role and contribution of employees so that payment regarding decision can be taken in a proper way (Lo, 2015).

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Points Rating: In this method, points are allocated according to the level which are needed for the job. By applying this method, firm can be able to judge performance of employees on the basis of skill, effort, responsibility, and job conditions factors.

3.3 Effectiveness of reward systems in different contexts Reward systems are varying from industry to industry due to change come in working environments. This fact can be understood with help of taking example of reward system used in manufacturing companies and software development firm. In manufacturing sectors, organizations are highly focused on different factors such as child care, extended parental leave, career breaks, cafeteria incentive schemes and performance-related pay etc. Extrinsic reward can be provided such as bonuses, share, gifts, commission and target bonuses etc. to motivate employees to give their best at workplace (Bernardin and et. al., 2011). With adoption of reward system both the employee and the organization benefited from it. The productivity of the organisation increased, they got quality work. The relationship between the employees and top managers became healthy. Performance of the employee increased and they started working hard to achieve organisational and there own personal goals (Lo, 2015).

The effectiveness of reward system brings advantages and disadvantages both. They are: 

Performance With adoption of reward system, both the employee and the organization benefited from it. The productivity of the organisation increased, they got quality work.



Salaries And Wages-The relationship between the employees and top managers became healthy. Performance of the employee increased and they started working hard to achieve organisational and there own personal goals which in turn help the employees to earn more.

3.4 Methods used for monitoring employee performance In order to monitor performance of employees, organizations can use different strategies such as watch employee’s work, one to one conversion with individual, self-monitoring tools and review work in progress on a regular basis.

Quality of work- Quality depends on the the number of projects an employee is working on. Are they finishing there projects before deadline? These are the question which will help to understand the root cause of issues faced by employees of Tesco (Huemann, Keegan and Turner, TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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2007). 

Carrying out client survey- The feedback of client about the employee, his work help the company to understand the employees performance working in Tesco.



Mentoring: In this training method mentoring is always done by a superior person. They works to develop an attitude. Managerial employees uses it. It is also day to day interaction(Patel, Messersmith, and Lepak, 2013)



Lectures and Conferences: This off the job method helps the employees to get knowledge through lectures and conferences. These program starts with lecture and conference. It is a verbal way to train employees. These lectures and presentation motivate employees.

The subject must be good enough. All over the corporate sectors and in education institutes it is the most common form of training.



Simulation Exercises: simulation means creating an artificial environment or situations related to real world. There are 3 techniques of simulations. They are: Management Games, Case Study, Role Playing(Saks and Belcourt, 2006).



Job Rotation:It is a training process in which employees get rotated by series of similar jobs. Rotation help employees in performing their task with quality. It also takes away the boredom and allows to develop a good interpersonal relationship with large number of employees.

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Figure 2: 360 degree method (Source: Jackson, Schuler and Werner, 2011) Along with these strategies, HR manager of companies can measure performance of staffmembers in terms of monetary and non-monetary contributions, 360 degree assessment method, use whiteboards, dashboards, peer appraisals, observation and taking feedbacks from colleges, customers, suppliers and other departments (Lo, 2015). Checklist method can be used for the purpose of performance of an individual at workplace (Kozlowski and Salas, 2009). For example, to support existing clients, enterprise can develop performance plan that can be understood as follow.

Figure 3: Employee performance plan (Source: Tsui and Lai, 2009)

TASK 4 4.1 Identify the reasons for cessation of employment with an organization As per the present case scenario, client operates a medium-sized firm that produces seasonal greeting cards. He wants to understand reasons which are responsible for cessation of employment at workplace. Reducing budget, performance, attitude and behaviour, dismissal of employees in wrongful and unfair ways are the main reasons responsible for employee’s termination. In addition, an individual can terminate job due to resignation, retirement, termination of contract, and redeployment causes (Edwards, Scott and Nambury, 2007). In TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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addition, employer may terminate the employment of an employee in some circumstances such as : 

Business Conditions- Due to dynamic environment and unfavourable conditions, sometimes business has to face some difficulties such as low profits. In these conditions company cannot meet there employees demand and so terminate them.(Kozlowski and Salas, 2009).



Behaviour- Sometimes the behaviour of the employee creates problem. For example:some of the companies policies are not shown to the client but the employee did the same. This makes a breach of contact and so termination.



Complex techniques- Tesco uses these techniques which includes critical reviewing such as internet monitoring, wire tapping, GPS tracking, interaction on social media, etc.

4.2 Employment exit procedures used by two organizations

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In order to understand exit procedure, Tesco and Asda enterprise can be taken. HR management of Tesco is followed a particular procedure for all the employees leaving the organization on a permanent basis. Before the employees leave the organization, some steps are followed that can be enlisted as follow (Purcell and Hall, 2015). Exit interview, means the face to face interview of the employee who is leaving the job. This method is used totoknow what employee is thinking about the work place, the working environment and to know the reason of their leaving the job (Kozlowski and Salas, 2009). In addition, pension arrangements on leaving are also provided to some employees (who are above the age of 50 -55) on the basis of their experience and contribution in firm. On the other side, HR department of Asda is emphasized on TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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retaining staff if possible or make the exit a well-documented and easy process. Begin transfer of employee knowledge, document the employee’s key impressions, complete operational responsibilities and conduct a proper employee exit interview to solve their issues (Compton and et.al., 2009). Exit procedure follows in Asda is very simple as compared to Tesco and employee has to give 15 days’ notice period to the manager. Further, by making positive idea, manager will try to identify the reasons of resignation (Kozlowski and Salas, 2009).

Exit procedures used by Tesco are as follows: 

Knowledge Transfer Question-These questions are related to transfer of job or any related promotion in job. Vital knowledge of the employee cannot be lost. This is the reason why transfer of knowledge is necessary in company like apple and Tesco where there are large number of employee.



Responsibilities Related To Operation- Before leaving of the employee, the practical details of departure is done such as software clean from the personal laptops, office keys is return, I-cards given back, data erased, salaries account of the employee is closed etc.

As



there are large number of workers are there in companies like Apple and Tesco.

Standard Exit Survey- This survey is related to the employee . For example: Is he happy with the past staff?, reason of leaving the company, etc. Then these data reliability is been checked with the the statistical data.(Tittel, 2011)



Face To Face Interview-lastly, face to face interview is taken for the workers well-being and the improvement needed in the company regarding other employees, working conditions.

4.3 Examine the impact of the legal and regulatory framework on employment cessation arrangements Law and regulatory frameworks in the UK directly affects the cessation of employees.

Without any fair reason, any organization cannot terminate employee from employment (Tsui and Lai, 2009). If employer will not follow legislation developed by UK government then employees are free to take legal action against the employer.

There are two types of

terminations. They are: Lawful Termination - these terminations are based: TOLL-FREE NO: +44 2038681671 EMAIL: help@instantassignmenthelp.com WHATSAPP NO: +44 7999903324 WEBSITE: www.instantassignmenthelp.com HOMEWORK HELP AND WRITING SERVICES FOR STUDENTS

1. On The Basis Of Time- In this type, the employees can be terminated once once they serve the given notice period. That notice period can be 30 days to 3months.

2. On The Basis Of Contract- in this type, the contract gets terminated once the employees complete the work for which they were hired.

3. On he basis of behaviour- different individuals come from different background to complete organizational goal. Some employees behaviour such as absenteeism, not punctual, not having good relations with other employees, etc creates problem in the organization. So termination is the option left (Edwards, Scott and Nambury, 2007).

This lawful termination does not affect the organization working. Overall these termination leads to efficiency and effectiveness in the organization. Where all the targets are achieved.

Unlawful terminations- Unlawful terminations such as a company at loss, fire its maximum employees without the notice period. These terminations affect the goodwill of the company (Kozlowski and Salas, 2009).

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CONCLUSION From the report, it can be concluded that human resource management can play an important role in achieving enterprise goal and retain best and talented employees with company for long time. Motivation theories and exit procedure are followed within enterprise can be helpful for firm in term of reducing employee turnover. In addition, legal framework is followed within company also influence performance of companies and staff-members associated with company. On the basis of the facts, it can be said that Human resource management play an important role in term of achieving growth and success in a significant manner.

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why one size does not fit all. Human Resource Management Journal. 15(4).pp. 9-29.

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