Human Resource Management Assignment _Zara and Rupali Exchange (GC0508)

Table of Contents

Introduction.

Task A.

1.1 Distinguish between personnel management and human resource management

1.2 How HRM functions help Zara in achieving its purposes.

1.3 Evaluate the role and responsibilities of line managers in Zara.

1.4 Analyze the impact of the legal and regulatory framework in human resource management

Task 2.

2.1 Analyze the reasons for human resource planning in Zara s.

2.2 Outline the stages involved in planning Human Resource Requirements.

2.3 Compare the recruitment and selection process in Zara and Rupali Exchange.

2.4 Evaluate the effectiveness of the recruitment and selection techniques in Zara and Rupali Exchange

Task 3.

3.1 Assess the link between motivational theory and reward at Zara.

3.2 Evaluate the process of job evaluation and other factors determining pay at Zara.

3.3 Assess the Effectiveness of the Reward System in Zara.

3.4 Examine the Methods Zara Uses to Monitor Employee Performance.

Task 4.

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 Zara plc.

4.3 Consider the Impact of the Legal and Regulatory Framework on Employment Cessation Arrangement in organizations like Chicken Master

Conclusion.

References.

Introduction

Human Resource Management (HRM) is a term which deals with human resource issues in the business. The key aims of the term HRM are to improve staff performance and productivity and improve business performance (Cooke, 2010). This coursework discussed several HR-related issues applying in two different organizations called Zara and Rupali Exchange. Zara is a leading clothing retailer in the UK, where Rupali Exchange is a small entrepreneurship business.

In the first section, this coursework defines similarities and differences between Personal management and Human Resource Management (HRM), functions of line managers, and the impact of legal issues on HRM. In the second section, the HR planning process and reasons for the HR planning, recruitment, and selection process of two different companies, are discussed. In the third section, staff motivation and rewards are discussed and assess how these impact business performance. The last section, how a company called Chicken Master conduct employment cessations and how legal and regulatory framework impact on employment cessations process.

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Task A

1.1 Distinguish between personnel management and human resource management

PM	HRM
PM is measured as the conventional method of controlling staff in organizations.	HRM is measured as the present method of controlling the employees at places of works.
PM deals with employee wellbeing, commitment, and management in the workplace.	HRM focuses on employment or recruitment, training or improvement, employee motivation, and administration.
PM deals with employee efforts in the process of gaining business goals.	HRM believes the staff as expensive sources for achieving business aims.
PM deals with employee motivation, inspiration, work schedule, wages, and employment procedures.	HRM concentrates on the managerial purposes, group job, society, staff contribution, or planned purposes to assemble business objects.

Diagram: Differences between HRM and PM Source: Meudell and Callen (2009)

How personal management (PM) differs HRM at Zara and Rupali Exchange

Zara has an HRM department that is then responsible for dealing with all the HR-related activities. The key activities of Zara’s HRM are recruiting and selecting the people through a fair and transparent process from diverse backgrounds, training and developing the staff, research and developing on the employee changing needs and labor market changes, dealing with the staff confliction and resolutions, employee performance, wage/salaries, rewards, and incentives, etc (Zara Annual Report, 2015).

In Rupali Exchange, there is no particular HRM or PM department. The manager/owner of the business is responsible to deal with all HR-related activities. The owner/manager hire and fire the staff, train, and develop the staffs, manage the staff payment, confliction, performance, rewards, and incentives (Rupali Exchange, 2016).

1.2 How HRM functions help Zara in achieving its purposes

As Meudell and Callen (2009) note, HRM purposes hit an important function in gaining the functions of Zara. HRM assists in numerous habits that are described as below:

Recruitment and selection

As Parry (2010) notes, the main function of HRM at Zara is to employ or choose the correct persons for the correct location on the accurate period. The inside process of employment chooses a brilliant or improved worker and gives them encouragement. These procedures inspire the staff of Zara or keep them for an extended period in the business. Additionally, the Internal procedure of employment is fewer prices effectual or period overwhelming, which keeps recruitment for Zara………………..