Human Resource Management Assignment _ Skyiney Ltd and Tesco (GC0506)

Table of Contents

Introduction.

Task 01.

1.1 Distinguish Between Personnel Management and Human Resource Management

How personal management (PM) differs HRM at Tesco and Skyiney Ltd.

1.2 How HRM Functions Help Tesco Plc in Achieving Its Purposes.

1.3 Evaluate the Role and Responsibilities of Line Managers in Tesco Plc and How It Supports HRM Functions.

1.4 Analyze the Impact of the Legal and Regulatory Framework in Human Resource Management

Task 02.

2.1 Analyze the Reasons for Human Resource Planning In Organization.

2.2 Outline the Stages Involved In Planning Human Resource Requirements.

2.3 Compare the Recruitment and Selection Process in Tesco Plc and Skyiney Ltd.

2.4 Evaluate the Effectiveness of the Recruitment and Selection Techniques in Tesco and Skyiney Ltd

Task 03.

3.1 Assess the Link between Motivational Theory and Reward at Tesco Plc.

3.2 Evaluate the Process of Job Evaluation and Other Factors Determining Pay at Tesco Plc.

3.3 Assess the Effectiveness of the Reward System in Tesco.

3.4 Examine the Methods Tesco Uses to Monitor Employee Performance.

Task 04.

4.1 Identify the Reasons for Cessation of Faisal’s Employment Contract with the Chicken Master

4.2 Describe the Employment Exit Procedure Used By the Chicken Master and Tesco Plc.

4.3 Consider the Impact of the Legal and Regulatory Framework on Employment Cessation Arrangement

Conclusion.

References.

Introduction

Human Resource Management (HRM) is an important feature in the company. As Mullins and Laurie (2016) note, the main aims of human resource management are to achieve improve profit for the company by improving effective policies for the workforces. This assignment concentrates on several HR issues concentrating on two particular organizations are Skyiney Ltd and Tesco. Tesco is the most important trade sequence company in the United Kingdom, where Skyiney Ltd is a little private enterprise company. This report is grouped into four main tasks.

In the first task, this assignment distinguishes PM with HRM along with the HRM issues for gaining Tesco’s aims. Additionally, this part emphasizes the function or accountability of leaders, as well as the force of lawful or regulatory structure on human resource management, performs in Tesco Plc.

The second task of this assignment emphasizes the causes of human resource development with policies of preparation HR necessities. After that, this part contrasts or assesses the employment and recruitment procedure in Tesco with Skyiney Ltd.

The third task of this assignment evaluates the procession among motivational factors and rewards at Tesco Plc. Next, this part assesses the procedure of work assessment at Tesco. Then, this part evaluates the efficiency of rewards methods at Tesco as well as investigates the techniques Tesco applies to observe worker performance.

The fourth part recognizes the causes of the cessation service arrangement in the Chicken Master. After that, this part describes the service exit methods and believes the force of lawful structure on employee termination arrangement.

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Task 01

1.1 Distinguish Between Personnel Management and Human Resource Management

Personnel Management (PM) refers to the administrative discipline of recruiting and developing employees to make them valuable for the organizations. PM mainly focuses on planning personal needs, managing wages and salaries, managing and appraising performance and providing benefits and incentives, and resolving disputes among employees and build up stronger relationships with them (Mullins and Laurie, 2016). On the other hand, Human Resource Management (HRM) refers to recruiting and developing employees to make them valuable for organizations. HRM mainly focuses on job analysis, recruiting and selecting the right people for the right positions, and training and develop the employees to improve their productivity and performance at workplaces (Mullins and Laurie, 2016).

The main distinctions among PM as well as HRM are summarized in the chart under:

PM	HRM
PM concentrates on employee welfare, staff relationship, and engagement, personnel administration.	HRM concentrates on recruitment and selection, training and development, staff motivation, and management.
Personal management is considered the traditional way of managing employees in organizations.	HRM is considered the modern way of managing the staff at workplaces.
Personal management focuses on employee satisfaction, division of employees, increased production, and routine functions	HRM focuses on administrative functions, team/group work, culture, employee participation, and strategic functions to meet business objectives.
PM considers the employee as input for gaining business goals.	HRM considers the employees as valuable resources for gaining business goals.

Table: Differences between HRM and PM Source: Mullins and Laurie (2016)

How personal management (PM) differs HRM at Tesco and Skyiney Ltd

In Skyiney Ltd, Personal Management is working as a single department under the administration department. The owner of Skyiney Ltd is responsible to deal with all the Personal Management activities. All of the employee-related activities including recruitment and selection, training and development, payment process, employee relations, and conflictions in Skyiney Ltd are handled by the owner of the business. There is no particular HR department at P.E (Skyiney Ltd, 2016).

In Tesco, the key activities of HRM are to recruit and select people from culturally diverse backgrounds. In addition, this department hires talent and skills to people from local communities. Then, HRM is responsible for the training and development of staff. Next, HRM evaluates and monitors the productivity and performance of the staff and takes necessary actions (Tesco Annual Report, 2015). On the other hand, Personal Management of P.E focuses on operational functions and carry-outs day-to-day management activities. Skinny Ltd’s personal management mainly deals with its employees’ wages/salaries, payment systems, incentives, employee relationship and engagement, employee conflict.

1.2 How HRM Functions Help Tesco Plc in Achieving Its Purposes

As Mullins and Laurie (2016) note, human resource management roles play an important function in gaining the reasons for organizations counting Tesco. Human resource management assists in a number of approaches that are described as below:

Communication and Engagement

HRM plays an important role in the community to the employees to build up strong relationships and engage them within the business (Torrington et al., 2014). Tesco HRM communicates to the staff through different approaches (such as observation, survey, focused groups, and interview) and builds up good relations and engagement them within the business for a long time. This good relationship and engagement support Tesco to gain improved productivity and performance from its staff (Tesco, 2016)……………..

Human Resource Management