Table of Contents
1.1 Differences between PM and HRM in terms of KFC and Sainsbury’s.
1.2 How HRM helps KFC in achieving its purpose.
1.3 The role and responsibilities of line managers KFC and how these support HRM functions.
1.4 Impact of the legal and regulatory framework on HRM.
2.1 Analyze the reasons for human resource planning in organizations.
2.2 Outline the stages involved in planning HR requirements in KFC.
2.3 The recruitment and selection process in the selected organizations.
3.1Assess the link between motivational theory and reward in KFC.
3.2 Evaluate the process of job evaluation and other factors determining pay.
3.3 Assess the effectiveness of reward systems in KFC.
4.1 Examine the methods organizations use to monitor employee performance.
4.2 Identify the reasons for cessation of Faisal’s employment in the Chicken Master, and the reasons for employment cessations in organizations.
4.3 Describe the employment exit procedures used by The Chicken Master and KFC.
4.4 Consider the impact of the legal and regulatory framework on employment cessation arrangements
Managing Human Resource is one of the methods which explain to conduct work in the organization in different methods. Managing Human Resource is grouped into three major functions: working, profits of staff, and planning work. Managing Human Resource assists the organization by making a helpful behavior between staff and reducing expenditure also creating utmost use of belongings etc. In this section, It needs to explain how Managing Human Resource instructed well to staff in Sainsbury’s also create them complete for future works and how can their skills use in Sainsbury’s to improve the organization.
This report focuses on four major tasks. The first task discusses the dissimilarity of MHR definition, staff, and personnel management between Sainsbury’s and KFC. In addition, it also reports on how HRM functions can help KFC in achieving its purposes. It also evaluates the role and responsibilities of line managers in KFC. It also analyzes the impact of the legal and regulatory frameworks in HRM. The second task analyzes the reasons for HRM planning in KFC. It also outlines the stages involved in planning HRM requirements. It compares the recruitment and selection process in KFC and Sainsbury’s. It also evaluates the effectiveness of the recruitment and selection processes in KFC and Sainsbury’s s. The third task, it evaluates the process of job evaluation and other factors determining pay at KFC. It examines the methods KFC uses to monitor employee performance. The fourth focus on the impact of the legal and regulatory frameworks on employment cessation arrangement.
1.1 Differences between PM and HRM in terms of KFC and Sainsbury’s
As Storey (1989) notes, HRM explains the assurance also the ability of humans which distinguishes business organizations. Additionally, it is significant in order to realize Human Resource Management in business policy. It is important to incorporate Human Resource Management in business factors. It is because Human Resource Management will assist organizations factors to achieve its accomplishment correctly (Britton and Gold, 2012). As Storey’s explanation of Human Resource Management, there are several numbers dissimilarities among Human Resource Management also Personal Management. These dissimilarities are discussed as follow:
Our Recommended Resources:
|HRM concentrates on the further than of written agreements. Human Resource Management is searching for different circumstances.||PM concentrates on written agreements. Personnel Management concentrates on invent clear regulations.|
|HRM focuses on organizations’ conditions. HRM is compound with methods.||Personnel management is recognized in organizational techniques. Personnel is being stimulated alongside business thought.|
|The assessment association is extra regular. HRM concentrates on customers.||The assessment association is less regular in Personal Management. It has fewer concentrates on customers.|
|HRM focuses on alternating administration||Transactional is the personnel administration’s task.|
|HRM assures straight communication techniques.||The indirect statement is given by PM|
|Selection is the condensed method of HRM||Selection is personal work to Personnel|
|HRM explains to improve group work||PM help job plan that is founded on the separation of labor|
Table: Differences between HRM and PM Source: Bratton and Gold (2012)
Human Resource Management at KFC comprises several numbers of factors. Firstly, HR management selects also recruits workers from racially varied atmospheres. In this statement, it ensues several numbers of stages in employment also various methods. Then, Human Resource Management at KFC is liable for in order to conduct staff teaching also an improvement, leaderships also arrangement, the company’s structure also culture. Next, Human Resource Management at KFC jobs for staff act arrangement, act assessment also awards. Finally, HR management in KFC contracts with matters connects to employ legal and regulatory framework (KFC, 2015).
On the other hand, Sainsbury has both HRM and PM departments. Sainsbury’s HRM mainly used for recruitment and selection, training and development, giving advertisements for the vacancy, and managing and maintain the human resources in the workplace. The Personal Management in Sainsbury focuses on the administration discipline of human resources, employee conflict, and resolutions, staff reward, and salaries, incentives and rewards schemes, etc.
Personal Management at Sainsbury’s comprises several numbers of factors. First of all, Personal Management at Sainsbury’s is liable for conduct effectual work investigation also makes arrangement emphasizing individual wants also prospect. Then, Personal Management gives in recruiting also choosing skilled workers in varied surroundings. Next, Personal Management at Sainsbury’s is liable for decisive staff award /wages also awards for staff. Additionally, it improves; apply also observe techniques in order to decrease staff cost. Finally, this management is liable to reform any conflict increased between staff, also to create better connections with staff to employ them in the organization (Sainsbury’s Annual Report, 2015).