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Documente Cultură
Table of Contents
Introduction......................................................................................................................................3
Task 1: Understanding the difference between personnel management and human resource
management.....................................................................................................................................4
P 1.1: Personnel management Vs human resource management.................................................4
P1.2: Assessing how human resource management functions help an organization in achieving
its purpose....................................................................................................................................5
P1.3: Role and responsibilities of line managers in human resource management and the
support system.............................................................................................................................7
P1.4: Impact of legal and regulatory framework on human resource management....................9
Task 2: Recruiting employees........................................................................................................10
P 2.1: Reasons for human resource planning in organizations..................................................10
P 2.2: Stages involved in planning human resource requirements............................................10
P 2.3: Comparing recruitment and selection process in two organizations...............................11
P 2.4: Effectiveness of recruitment and selection techniques in two organizations..................13
So, it is clear that, large companies get more benefit from the recruitment and selection
process than the small companies..............................................................................................14
Task 3: Understanding how to reward employees in order to motivate and retain them..............15
P 3.1: Assessing the relation between motivational theory and reward at Virgin Media..........15
P 3.2: Evaluating the process of job evaluation and other factors determining pay..................18
P 3.3: Effectiveness of reward systems in different contexts....................................................20
P 3.4: Methods organizations use to monitor employee performance.......................................21
Task 4: Knowing the mechanisms for the cessation of employment.............................................23
P 4.1: Identifying the reasons for termination of Faisals employment contract with The
Chicken Master and explaining other reasons for cessation of employment............................23
P 4.2: Employment exit procedures used by two organizations................................................24
P 4.3: Impact of legal and regulatory framework on employment cessation arrangements with
an organization...........................................................................................................................24
Conclusion.....................................................................................................................................26
Reference.......................................................................................................................................27
Introduction
Human resource management is mainly deals with most complicated inputs of an organization
that means people. It is related with selecting, training, appraising, compensating and terminating
the employee. This is the most important factors to achieve the organizational goals and
objectives. Reward is an effective tool to influence the employee performance. Reward motivates
the employee to work enthusiastically. For that reward should be based on the performance of
employee (Chanda and Shen, 2009). This is the effective tools to motivate and retain the
employee as retention rate of employee is mostly depend on the recognition of his or her
contribution to the organization.Reward increase the employee satisfaction, motivate perform
better, make them loyal to the organization and reduces the employee turnover and absenteeism.
On the other hand, Employee cessation is a crucial decision taken by the organization. For
wrongful act or any unfairness in the job employee can be dismissed from the job (Townsend et
al., 2011). For several reason employees job is subject to cessation such as resignation,
retirement, termination of job contract.
Task
1:
Understanding
the
difference
between
personnel
In personnel management, people are considered as an element or input for achieving goals of an
organization. But in human resource management or HRM, people or employees are considered
as an important resource for achieving an expected output. Personnel Management or PM
designs the job based on labor whereas HRM designs the job to improve team building and team
work.
When a company follows personnel management, it is not willing to spend money for training
and development of the employees whereas HRM considers this as an important investment. In
personnel management, decision is adopted by the top management where no participation of
lower level employees is allowed. But in HRM, participation and suggestion of all level of
employees is encouraged. Employees find themselves important in decision making.
PM or personnel management adopts decision without much consideration of the interest of the
employees whereas HRM considers the interest of the employees. Here, employee efficiency,
effectiveness and satisfaction are valuable to keep the employees motivated towards their work.
It increases production.
Greenergy, Westcoast etc follow personnel management or PM in managing their employees as
they have small number of employees. On the other hand, Swire and John Lewis Partnership are
one of the largest companies in UK with thousands of employees and both companies follow
HRM in managing their employees.
These are the most promising goals of a business firm. In order to achieve them, a firm has to
have challenging, specific, executable, and achievable goals.
For achieving above goals, HRM has several functions. It helps Swire and John Lewis
Partnership for achieving their goals. Functions of HRM in Swire and John Lewis Partnership
are:
1. Selection: An organization, whether it is capital based or labor based, must need some
employees. But there are thousands of people interested to work in Swire and John Lewis
Partnership. For having the best performers, they have to choose the suitable ones
(Townsend et al., 2011).
2. Recruitment: Recruitment means building pool employees for the vacant posts of an
organization. It helps gathering people who are willing to work in Swire and John Lewis
Partnership.
3. Payroll Administration: Employees in an organization must demand salary or benefits in
lieu of their labor or service. Suitable and timely payment of the salary and benefits
encourage employees giving more effort on their assigned task (Bondarouk, Ruel and
Looise, 2011).
4. Employee Motivation: Motivated employees have higher efficiency than demotivated
employees. Motivation helps employees to devote themselves in their job. It may be
monetary or non-monetary. Good salary, security, better work environment etc increase
motivation among employees.
5. Reward Management: In an organization, every employee likes to have the recognition of
their effort and success. Reward system increases employee motivation and engage them
in their work.
6. Employment Termination:All the employees in an organization do not perform well
simultaneously. Some becomes old, some become discouraged, some become lazy etc.
So. Termination is required for various reasons. It increases the chance of recruiting new
employees in the organization (Townsend et al., 2011).
7. Training and Development:Employees do various task in an organization. Some of them
are routine work whereas some of them are irregular work. Again new employees have
little knowledge about their job. So, all of them require training for developing their skills
and productivity.
performance of the followers. It helps them deciding the promotion of the subordinates.
Discipline: Discipline is the root of success. Line mangers of Swire and John Lewis
Partnership always try to create and maintain discipline in the work area.
Grievance: Sometimes, many unexpected events may occur. Expected results may not be
come out. Again, employees may fall any unexpected situation. A line manager has to
consider all of these issues as a part of his/her responsibility (Vanhala and Dietz, 2015).
Ethical issues: Maintaining the ethics in workplace is very important providing reward,
promotion, recognition, better work environment etc. A line manager is responsible for
developing a ethical work environment in his/her department.
Equality of opportunity: Line managers of Swire and John Lewis Partnership have to
create equal opportunities for all employees.
Again, he/she is also responsible for three specific functions such as:
i.
Line function: A line manager directs his/her subordinates towards the assigned goals and
objectives. He/she is primarily responsible for the task of his/her own department. He/she
ii.
Staff function: Staff function is another important area for the line manager. He/she has to give
advice to the subordinates and assist them when requires.
ii.
iii.
iv.
v.
vi.
vii.
viii.
planning. Efficient HR plan helps reducing the employee turnover (Thompson, 2011).
Labor cost control: Proper HR plan helps organizations utilizing the human resource in
the most efficient way. So, it reduces the labor cost.
Managers are given required data and advices from HR.
It helps determining the recruitment need.
It forecasts present and future employee needs.
2.2:
Stages
involved
in
planning
human
resource
requirements
There are several stages involved in planning the human resource requirement for an
organization. In the given scenario, there followed procedures in HR are faulty. If the stages in
HR planning requirement procedure can be followed properly, a better work environment and
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Figure 3: Stages in HR planning process
i.
Analysis of existing staff: At first, current condition of the staff of the organization is
ii.
required to analyze. The ins and outs of the staff are analyzed to gather knowledge.
Estimating the change in resource: Organizations have various resources. HR uses the
resources to make the organization successful. If there is a big change in other resources,
iii.
Personnel Management Action Plan: After engaging the employees in the organization, proper
management of them is done through personnel management (Vanhala and Dietz, 2015).
11
Tesco at first identifies the vacant posts. Then it develops a position description. After that, a
recruitment plan and search committee is formed. Next, Tesco implements the recruitment plan
and make a short list of the applicants. Then, they applicants are invited for interviews and
suitable persons are hired for the job (Tsui and Lai, 2009). At last, the selected persons are
employed on their positions.
12
Now, ASDA also follows nearly the same recruitment process as Tesco does with few
differences.
The basic differences between the recruitment processes of the two organizations are that there is
a four week induction time period in ASDA for the new employees; eliminated applicants are not
informed through email by ASDA.
13
In case of job description and specification, large companies have more benefits than small
companies as they have many employees and experts who can perform better.
In case of choosing the recruitment method, large companies have more advantage as they have
large internal and external sources of candidates (Thornhill, Saunders and Skinner, 2004).
So, it is clear that, large companies get more benefit from the
recruitment and selection process than the small companies.
14
15
Motivation factors include work recognition, congenial working condition, friendly environment,
healthy organizational cultures(Jones, 2008). Hygiene factors are the factors which demotivates
the employee such as compensation and salary.
According to the motivational theory of Abraham Maslow, motivation varies from employee to
employee which is depends on the needs(Jones, 2008). He classified the needs of human being
on five classes which are interrelated.
16
According to the motivational theory of McClelland, three dominants motivators influence the
employee motivation and by born people hold one of these motivators such as need for
achievement, need for affiliation, need for power.
17
specifies the employees responsibilities, qualification, and decision making ability with the
given position within the organization.
Non-analytical methods
Ranking Method
Classification Method
Job as a whole
Analytical methods
Factor Comparison
Point Method
Figure 11: Job evaluation method diagram, [source: design by author, 2016]
There are many ways to evaluate the job in an organization. The main outcomes of the job
evaluation are the salary or payment structures. In ranking method employee are ranked by the
position and hence determine thepayment(Tsui and Lai, 2009). Whereas in classification method
job are classified based on the responsibilities, accountability, decision making ability etc and
employee involving with taking strategic decision are get higher payment.
As the payment or salary is given as compensation against the work which employee exert, so
several factors such as organization size, responsibility of the employee, decision making
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authority, experience, skills, qualification, working environment, working condition are very
much influential to determine the pay structures.
20
3.4:
Methods
organizations
use
to
monitor
employee
performance
To monitor the employee performance organization takes different initiatives and measures the
performance by different angles and indicators (Price, 2010). As monitoring the performance of
the employee is a vital part, so monitoring must be accurate and free from all kinds of biasness.
For that reason organization follows several appraisal methods, provides regular feedback and
sets the objectives which is SMART.
There are several methods to monitor the performance of the employee such as probation,
appraisal, feedback, performance indicators. Appraisal includes self evaluation, 360 degree
evaluation, checklist etc.
Probation is the preliminarily stage for monitoring the employee performance. In case of new
recruitment or freshers probation is very much effective. Feedback is also very much effective
and this is given to the employee on regular basis (Gilbert, De Winne and Sels, 2015).
Performance can be monitor against target versus achievement. For that organization set clear
and SMART objectives to their employee.
Virgin Media monitor the performance of the employee on regular basis. They have several
approaches to monitor the performance of the employee. To monitor the performance they have
standard. Normally they use self evaluation, 360 degree evaluation, checklist methods to monitor
the employee performance.
In self evaluation system employee of Virgin media is given to evaluate the performance by
itself. For that they are given instruction to fill up form by the management and most of the
questions are multiple choices (Thompson, 2011). The questions are set to find out the employee
understandability and depth of knowledge to handle a situation. Effectiveness of this system
mainly depends on the employeeshonesty and integrity.
The most effective monitoring system of Virgin Media is 360 degree evaluation method. In this
method employee is evaluated by several stakeholders of the organizationsuch as supervisors,
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customers, colleagues, employer etc. this is the more accurate method of evaluating and
monitoring the performance of the Virgin Media.
Checklist is another effective method of employee performance monitoring(Thompson, 2011). In
this system employee performance is monitored and evaluated by the immediate supervisor of
the employee. Virgin Media uses the checklist to monitor the day to day performance of the
employee.
22
Table 0-1: Checklist of Virgin Media [Source: Virgin Media websites/checklist, 2016]
23
reason employees job is subject to cessation such as resignation, retirement, termination of job
contract.
24
25
Conclusion
Human resource management process is evaluated critically in this assignment. Distinction
between personal management and HRM are clearly stated along with the contribution to
achieve organizational goal. Motivational theories are very much essential to understand the
reward system of the organization. Employee performance monitoring, exit procedures from the
organizational context are also discussed. At last the realization is that human resource
management is very significant to achieve the organizational aims, objective and run the
organization smoothly.
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