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Human Resource Management, Level 4, HND Business, Regent College, BTEC

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Introduction

In the current era of globalization, it is essential for each and every organization to carry out effective workforce planning in terms of hiring skilled and talented candidates for jobs. The HR manager of firms aims to carry out effective recruitment and selection processes so that they can recruit potential candidates for specific posts (Kor and Mesko, 2013). Management also carries out effective techniques such as telephone interviewing and in-person interviews so that capable candidates can be hired. The present report discusses the difference between personnel management and human resource management within Posh Nosh Limited. Further, the comparison is done between Posh Nosh and a public sector company i.e. Sainsbury in relation to carrying out an effective recruitment and selection process.

TASK 1

LO1- Understand the difference between personnel management and human resource management

1.1 Difference between personnel management and human resource management

Human resource management is the new concept of personnel management. It describes various new things within Posh Nosh that were not previously taken. Thus, a plan is to be made for developing positive outcomes (Tong, Tak and Wong, 2015). The following differences can be taken at the workplace in terms of personnel and human resource management:

Basis

Personnel Management

Human Resource Management

Approach

Personnel management is the traditional approach through which an organization can manage people in the workplace (Zopiatis, Constanti and Theocharous, 2014).

As compared to personnel management, HRM is the traditional approach which determines for management of people and their strengths at the workplace.

Focus

Personnel management focuses on employee welfare and their relations.

On the other hand, HRM enhances capabilities, and skills, and encourages to workers achieve the goals of the Posh Nosh.

Functions

In this aspect, personnel management undertakes functions through which the company can satisfy their workers in effective manner.

However, HRM assumes important and valuable resources which are assisting in making profitability and positive results within the cited firm (Doherty, Haugh and Lyon,2014).

Decisions Made

In personnel management decisions are made by top management in which rules and regulations are taken at the workplace for developing profitability within the company.

Besides this, the HRM of Posh Nosh is taken from employee participation, authority competitive environment, etc. Thus, decisions are made by collective bargaining within the business environment.


1.2 Function of HRM which contributes to the purpose of the organization

There are different types of functions which assist in making positive results within Posh Nosh. In this way, HRM determines roles and responsibilities through business can achieve goals and objectives (Naff, Riccucci and Freyss, 2013). The cited firm has the following functions which contribute to achieving objectives and goals:

Recruitment

Recruitment of candidates is a very important function which determines prospective outcomes at the workplace. In this aspect, Posh Nosh recruit many people at the workplace who participate in doing jobs at the workplace.

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Selection

Selection is also a very important element which is used for taking the right candidate at the workplace. In this aspect, the chosen firm selects only those people who are able to do tasks and do proper work within the business environment (Pagell and Shevchenko, 2014).

Training and development

This function of HRM assists Posh Nosh in enhancing skills and knowledge to perform operations of the enterprise. In this aspect, training and development programs are organised for existing and new candidates. In this aspect, higher-level responsibilities are given by managers to candidates with the help of training and development.

Compensation and Benefits

Compensation and benefits determine very important elements for each enterprise which assist in gaining proper functions and operations (Aguinis and Bradley, 2014). In this aspect, the chosen organisation provides wage administration, salary, incentive programs, etc.

This is totally wrong. You have to write about human resources functions. Only 3 of them ( RECRUITMENT, TRAINING AND DEVELOPMENT and COMPENSATION AND BENEFITS)

1.3 Roles and responsibilities of line manager in human resource management

The line manager of the business has various roles and responsibilities, though they can give their participation towards the goals and objectives of the business. In this way, desires goals and targets can be taken at a workplace which increases productivity and management of positive results. Line managers perform different functions through which they can fully support the whole business through different activities and actions (Zopiatis, Constanti and Theocharous, 2014). There are such roles and responsibilities are explained and determined through the line manager:

  • Performance Appraisal

The first thing which needs to be taken by the manager of Posh Nosh is developing a performance appraisal. HRM determines enhancement in employee performance and wages as well. Thus, living standards can also increase through different activities and results.

  • Management of Operation Cost

In order to manage business results, it is important to develop operation costs. In this way, the chosen organisation assists in making targets and results. In this aspect, the manager determines the budget for each activity and action (Doherty, Haugh and Lyon, 2014). Hence, costs can be reduced which makes high profits for developing results.

  • Technical Expertise

ONCLUSIONWith the help of technical expertise, the chosen business can easily enhance its outcomes and positive results. In this way, Posh Nosh can easily take advantage of the development of the business operations.

  • Employee Engagement

When employees are engaged in different activities, opinions and ideas can be made at the workplace. Thus, organizations can easily develop solutions to different problems and results. Hence, Posh Nosh can easily assist in increasing profitability (Naff, Riccucci and Freyss, 2013).

  • Discipline of Employee

Through employee discipline, the organization can take advantage of developing positive results. In this aspect, Posh Nosh can easily get employees involved in the workplace through different activities and actions.

1.4 Analyze the impact of the legal and regulatory framework

There are different types of acts take place which need to be followed by Posh Nosh for the development of the company. It can create an impact on the business performance in effective manner. They are as follows:

  • Equal pay act 1970: This act is passed by the UK parliament to provide equal payment to all employees. Hence, Posh Nosh needs to offer the same payment wages to all employees so that they can take participate in attaining the goals and objectives of the company (Doherty, Haugh and Lyon, 2014).
  • Employment Rights Act 1996: In the UK employment rights are provided to protect them from exploitation. Hence, they can ascertain results from different activities and actions at the workplace. For developing positive results, it is important to offer the same rights and effective authority at the workplace.
  • Race Relation Act 1974: This act is formulated to eliminate discrimination from the cited firm on the basis of colour, and nationality. In this aspect, Posh Nosh can easily develop positive results from different activities and actions through the participation of workers at the workplace (Zopiatis, Constanti and Theocharous, 2014).

TASK 2

LO2- Understand how to recruit employees

2.1 Reasons for HR planning in an organization

Human resource planning is considered one of the most effective tools and thus it helps firms to analyze the future needs of manpower in order to accomplish objectives. Posh Nosh Limited aims to forecast its needs of HR planning and thus assess several reasons for carrying out effective HR planning within the firm which are as follows-

  • Forecasting future manpower needs- It is one of the effective functions that needs to be executed by the HR manager of Posh Nosh and helps them to identify the future requirements of employees so that set targets can be attained (Aguinis and Bradley, 2014).
  • Hiring skilled workers- After identifying the needs of human resources, the HR of the cited firm carries out an effective recruitment and selection process so that skilled professionals can be hired in order to fill the vacant position (Karatepe, 2013).
  • Developing tactics- Posh Nosh management aims to develop an effective strategy in relation to improving the personnel working within the firm. Thus, it can be attained through carrying out effective HR planning and enabling businesses to accomplish desired goals (Fossum, 2014).
  • Training of workforce- In the end, it is another significant reason for carrying out HR planning that they need to train the workforce which results in improving their skills and abilities so that the company could be able to raise their efficiency in order to meet set standards (Strohmeier, 2014).

2.2 Stages Involves in Planning Human Resource Requirements

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Following are the stages involved in planning HR requirements within Posh Nosh Limited such as-

  • Identifying business objectives- It is the first and foremost step which helps in assessing that Posh Nosh is required to identify its objectives in order to achieve the set standards. Thus, the HR manager of the firm is required to evaluate the goals of the firm and then aim to achieve them same (Bergstrom and Randall, 2016).
  • Assessing human resource needs- Here cited organization aims to identify the needs of human resources within the firm and then fulfil the same so that organizational goals can be attained. HR managers of firms need to assess the needs of the workforce so that they can be satisfied in terms of improving the efficiency of workers towards business goals (Pagell and Shevchenko, 2014).
  • Forecasting demand and supply- In this step of planning HR requirements aim to identify the demand and supply of human resources so that growth can be attained. The HR manager of Posh Nosh aims to forecast the demand and supply of the workforce in an efficient manner and thus fulfil the same through carrying out effective recruitment and selection processes and achieving targets (Kor and Mesko, 2013).
  • Matching the demand and supply- In such a step, the HR manager needs to match the demand and supply of the workforce so that it cannot be surplus and shortage and thus maintain balance within the firm.
  • Action plan- It is the last step in which HR planning requires involving an appropriate action plan so that desired measures to be taken in order to maintain the equilibrium position of workers and fill the vacant post within Posh Nosh (Aguinis and Bradley, 2014).

2.3 Comparing recruitment and selection process within Posh Nosh and Sainsbury

Following is the comparison within the recruitment and selection process of Posh Nosh and Sainsbury which is a public company-

Posh Nosh limited

Sainsbury

· Posh Nosh aims to fill the vacant post through internal recruitment i.e. job rotation, transfer etc (Karatepe, 2013).

· Further, if they are not satisfied with the workforce then they aim to advertise in newspapers and then select employees for the vacant post.

· After that, the firm shortlists the candidates from the received applicants and selects on the basis of interview rounds (Strohmeier, 2014).

· Later, top management interviews the candidates and based on their efficiency they are promoted or transferred to vacant posts.

· In the last step, the HR manager of Posh Nosh hires suitable candidates and fulfil the job requirements
(Pagell and Shevchenko, 2014).

· The HR manager of Sainsbury adopts online applications in order to select candidates for the vacant post.

· In the next step, scrutinizing the candidates based on their skills and capabilities helps firms to hire suitable candidates for the post (Fossum, 2014).

· Thus, selected candidates are called by the HR team for interview rounds.

· They need to undergo several written, mental ability, aptitude and physical tests to obtain the vacant post (Bergstrom and Randall, 2016).

· At the end, the candidates who clear such rounds will be called for a final interview taken by the top management and if cleared, provided an offer letter and date of joining.

2.4 Evaluate the effectiveness of recruitment and selection techniques of both firms

It can be assessed that the effectiveness of recruitment and selection techniques are efficient and thus Posh Nosh and Sainsbury need to adopt effective methods. It can be stated Posh Nosh Limited aims to adopt effective recruitment and selection techniques such as in-person interviews from internally within the company and does not call for candidates outside the firm. Therefore, it helps in recruiting such personnel for managerial posts and thus recruits skilled candidates for the post (Aguinis and Bradley, 2014).

As compared to this, Sainsbury which is a public company undertakes telephone interviewing and recruits candidates from outside the firm. Also, they advertise the job on different online job websites in regard to hiring skilled workers.

Thus, through this HR manager of Sainsbury aims to undertake an effective recruitment and selection process and hire skilled candidates from outside the market. Hence, it is considered a more effective recruitment and selection process in order to fill the vacant post within Sainsbury.

TASK 3

LO3- Understand how to reward employees in order to motivate and retain them

3.1 Link between motivational theory and reward

Reward system and motivation theory have an effective link through which organizations can achieve their targets and obtain positive results. Posh Nosh is not easily attaining their competitive advantages so it is a crucial aspect for them. The cited firms need to recruit more people who possess effective skills for the development of the enterprise (Doherty, Haugh and Lyon,2014). In this aspect, managers need to follow Maslow's theory so they can satisfy the different types of needs of employees effectively. Thus reward system is effective so that employees can easily be encouraged towards the company and participate to attain targets. In addition to this, they are also performing very well so that different types of rewards can be given by the chosen company.

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Besides this, Posh Nosh also needs to motivate its employees through monetary and non-monetary benefits. In this aspect, clear communication regarding employee motivation and reward systems can be included within the business environment. The company can also provide a responsibility which determines the overall production system at the workplace for the development of effective results and operations. In this way, appreciation and recognition are required by the company which encourages to workers for development of business outcomes.

3.2 Process of job evaluation and other factors

In order to carry out job evaluation, there are various aspects which need to be carried out by the HR manager so that a business plan can be taken. They have the required skills and knowledge to carry out particular activities in Posh Nosh. Hence, the plan can be made according to attributes and factors.

In this way, job evaluation can be taken that describes for development of the organization and overall production within the business environment. Besides this, HR managers are required to focus on the payment of workers which is undertaken to enhance the market share of the enterprise. Hence, managers need to follow the Pay Act so that they can eliminate exploitation in the workplace (Tong, Tak and Wong, 2015).

Further, the cost of living and legislation made by the government determine the main elements which need to be focused on by the company to achieve overall production and system within the business environment. A high demand for products can assist Posh Nosh in increasing its revenue and profits from different activities and overall production in a systematic way.

Thus, they are able to determine skills and knowledge which assist in developing an overall production system. It considers the overall payment system which is needed to enhance the participation of employees to enhance the supply of company products and services (Wei, 2014). As resultants, businesses can easily develop revenue from different activities and functions.

3.3 Effectiveness of reward systems in different contexts

The reward system encourages to the employee to give their potential participation in achieving the goals and objectives of the company. Thus, Posh Nosh needs to describe it at the workplace fort getting the overall participation of employees at the workplace. In this way, Maslow's theory can be taken by a manager to ascertain profitability and overall production system at the workplace. This is because different employees possess distinctive needs so it is complete from different activities and overcoming business issues.

On the basis of employee performance, the cited firm needs to give them proper attention so that they are encouraged towards business development and operations (Naff, Riccucci and Freyss, 2013). They are motivated by different activities and performances which are emphasized through a reward system within the enterprise.

In the chosen organisation, both types of reward systems can be applied such as monetary and non-monetary. Hence, effectiveness can take place in a crucial aspect which ascertains overall production and outcomes at the workplace. In this way, financial rewards can be implemented through bonuses, incentives and many other aspects. It assists in increasing the living standard of the enterprise and its employees (Barrow, 2014). Thus, Posh Nosh can maintain the sustainability of workers effectively. In addition to this, non-financial awards can also be implemented in the workplace through recognition, achievement and positive motivation at workplace.

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3.4 Methods which are used to monitor employee performance

Employee performance requires monitoring to enhance profitability and positive results for the company (Schaper, 2016). In this way, the following methods can be used by the business to enhance outcomes at the workplace:

  • Annual performance

With the help of trading and profit loss accounts, the company can easily deliver effective performances and profits. In this way, Posh Nosh requires monitoring and reviewing on each activity throughout the year. Thus, they can develop profits and positive results in a systematic manner. It is also helpful to maintain the satisfaction level of employees and other stakeholders of the company in a systematic manner. Thus, production levels can be enhanced at the workplace (Alegre, Sengupta and Lapiedra, 2013).

  • Feedback

It is another way which describes for monitor the performance of the enterprise. In this aspect, Posh Nosh needs to get feedback from customers through market surveys. Hence, they can ascertain profitability at the workplace. In addition to this, it is also helpful to deliver profits and effective results that can maintain the overall growth and operations of the chosen firm (Jensen, Patel and Messersmith, 2013).

  • Setting up targets

In this way, the chosen firm has the opportunity to monitor employee participation at the workplace in business objectives and goals. Hence, Posh Nosh can set targets and objectives accordingly. For instance, the chosen business set its goals quarterly then they are frames resources and strategies accordingly to attain overall production and systematic review at the workplace.

TASK 4

LO4- Know the mechanisms for the cessation of employment

4.1 Cession for employee turnover

Employees are an important element of every enterprise that participates in achieving the overall growth and objectives of the company (Vale, 2013). In Posh Nosh many reasons take place due to employees wanting to leave the company. It creates a negative impact on company growth and overall production. The reasons are as follows:

  • Performance of the employee: Employees possess different qualities and perceptions so it is important to monitor each activity and action. In this context, employees of Posh Nosh are undertaking various things which create conflicts among them and create cessation.
  • Behaviour of manager: In this aspect, the manager of the company does not have good behaviour with their employee it creates a negative impact on the organisation. In this aspect, the manager needs to demonstrate effective behaviour with customers (Doherty, Haugh and Lyon, 2014).
  • Attitude and perception: The attitude and perception of employees are different from each other creating a negative impact on the company operations. Hence, employees leave offices which can generate problems.

4.2 Procedure for an exit interview in Posh Nosh and Sainsbury

In Posh Nosh there are various aspects due to turnover take place. In this way, the company take effective procedures for the development of employees at the workplace. They are taking exit interviews from candidate to ascertain their view towards the business performance. In this aspect, they also develop profitability which assists in managing at workplace. In the exit procedure, the manager of the chosen company asks questions and fills resignation letter (Dekker, 2014).

They have also ascertained profits through feedback and views from employees regarding business operations. Sample letters can be obtained from HR so that they can determine their opinion towards the working conditions of the company.

Besides this, in Sainsbury, fair and specific information takes place which demonstrates enhanced participation of employees. In this way, firms need to ascertain step-by-step procedures so they can maintain the sustainability of the workers within the business. In addition to this, they are also using policies which maintain taking views and opinions of different employees who can take part in maintaining operations and outcomes (Patel, Messersmith and Lepak, 2013). With the help of policies, Sainsbury can regulate rules and regulations that assist in managing work within the business. Hence, they can ascertain results in an effective manner. Hence, both organisations use existing procedures according to their feasibility at the workplace.

4.3 How regulatory and legal framework can impact on the company

In order to achieve positive results, there are various legal frameworks take place which create an impact on the company's performance (Zopiatis, Constanti and Theocharous, 2014). In this aspect, when Posh Nosh following the Equal Pay Act, they can provide proper payment to all employee which maintain sustainability at the workplace. In this way, a positive impact can be made by the company on their employee so that they are loyal towards company operations and outcomes. In addition to this, the Race Relations Act protect all employee from exploitation and enhances their participation in achieving organizational goals and targets. This is because, it assists in eliminating discrimination on the basis of colour, nationality and gender. Hence, every employee can participate in the organizational goals and objectives (Pagell and Shevchenko, 2014).

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Conclusion

From the report, it can be concluded that Posh Nosh has various advantages through they can employee sustainability. In this aspect, the firm needs to follow legal rules and regulations so they can protect employees at the workplace. In this way, various employees are participating to achieve goals and objectives in an effective manner. Furthermore, it also determines the responsibility of the line manager who can perform different activities and goals through such activities and actions at the workplace.

Moreover, it has been concluded that legal and regulatory frameworks generate a positive impact on the company operations that describe attaining profitability at the workplace. At last, it summarizes about exit procedure of employees within Sainsbury and Posh Nosh.

References

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  • Dekker, S., 2014. The field guide to understanding human error. Ashgate Publishing, Ltd..
  • Doherty, B., Haugh, H. and Lyon, F., 2014. Social enterprises as hybrid organizations: A review and research agenda. International Journal of Management Reviews. 16(4). pp.417-436.
  • Fossum, J. A., 2014. Labor relations. Mcgraw Hill Higher Educat.
  • Jensen, J. M., Patel, P. C. and Messersmith, J. G., 2013. High-performance work systems and job control: Consequences for anxiety, role overload, and turnover intentions. Journal of Management. 39(6). pp.1699-1724.
  • Karatepe, O.M., 2013. High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management. 32. pp.132-140.
  • Kor, Y. Y. and Mesko, A., 2013. Dynamic managerial capabilities: Configuration and orchestration of top executives' capabilities and the firm's dominant logic. Strategic Management Journal. 34(2). pp.233-244.
  • Naff, K. C., Riccucci, N. M. and Freyss, S. F., 2013. Personnel management in government: Politics and process. CRC Press.
  • Pagell, M. and Shevchenko, A., 2014. Why research in sustainable supply chain management should have no future. Journal of supply chain management. 50(1). pp.44-55.
  • Patel, P. C., Messersmith, J. G. and Lepak, D.  P., 2013. Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity. Academy of Management Journal. 56(5). pp.1420-1442.
  • Schaper, M. ed., 2016. Making ecopreneurs: developing sustainable entrepreneurship. CRC Press.
  • Strohmeier, D. E. P. A. P. S., 2014. HRM in the digital age–digital changes and challenges of the HR profession. Employee Relations. 36(4).
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