Table of Contents
1.1 Difference between Personnel Management (PM) and HRM giving example in Posh Nosh.
1.2 Assess how HRM functions help the Posh Nosh in achieving its purpose.
1.3 Evaluate the roles and responsibilities of line managers in Posh Nosh and how they support HRM functions
1.4 Analyse how legal and regulatory framework impact on human resource management for Posh Nosh
2.1 Analysing the reasons for human resource planning at Posh Nosh.
2.2 Outline the stages that Posh Nosh can adapt in planning human resource requirements.
2.3 Compare the recruitment and selection process at Posh Nosh with Tesco.
2.4 Evaluate the effectiveness of the recruitment and selection techniques in the Posh Nosh and Tesco
3.1 Link between motivation theory and its reward in Posh Nosh.
3.2 Evaluate the key elements involved in the job evaluation process and other factors determining pay in Posh Nosh.
3.3 Effectiveness of reward systems in different contexts of Posh Nosh Limited.
3.4 Methods adopted by Posh Nosh to monitor employee performance.
4.1 Identify the circumstance under which employees are likely to cease employment with special references to Posh Nosh. What can such an organization do to reduce employee turnover?
4.2 Employment exit procedures used by Posh Nosh and Tesco.
4.3 Impact of the legal and regulatory framework on employment cessation.
The success of a business depends on many sources, where Human Resource Management (HRM) is one of them. Therefore, businesses need to understand the terms and policies of managing human resources. In this writing, a particular case scenario has been selected to describe human resource management and its management in the workplace. The name of the case is Posh Nosh Ltd, which has ten outlets. It is mainly operating in the London region offering fast food through catering service, eat-in and takeaway. The first section focuses on the differences between Human Resources Management (HRM) and Personnel Management. The second section emphasizes how to recruit employees in Posh Nosh Ltd. The third section concentrates on how to reward and the inventible program can be effectively used in the business of Posh Nosh Ltd. Finally, the last section outlines the mechanism for the cessation of employment.
1.1 Difference between Personnel Management (PM) and HRM giving example in Posh Nosh
What are PM and HRM?
According to Bratton and Gold (2012), Personal Management (PM) mainly deals with staff, employment regulations, payroll. On the other hand, Human Resource Management (HRM) deals with employee management which contributes to business success. HRM is considered in a broader sense than PM. In addition, human management promotes personal management skills and develops teams in workplaces.
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What is the difference between HRM and PM?
According to Aguinis (2013), Personal Management (PM) is recognized as reactive, which provides demands and concerns in a presented way. On the other hand, human resource management is recognized as proactive which focuses on how the policies and functions can be developed to promote employees. In addition, personal management is considered independent, whereas human resource management is considered an integral part of business success (Bratton and Gold, 2012). Personal management focuses on employee motivation by rewards, bonuses, and compensations, but human resource management focuses on employee motivation by managing human resources, developing strategies, job creation, and workgroups. Personal management focuses on administrative activities related to employees, whereas human resource management builds up a dynamic culture (Gallagher et al., 2012).
How Posh Nosh Ltd deals with HRM and PM
Posh Nosh Ltd is a small and medium-size company, which has only ten outlets and operating in a limited area of London. Thus, it has a limited number of employees. Therefore, it does not introduce any particular HR department. The managers are dealing with all of the activities related to human resource management and personal management. The shop managers work as personal managers by reviewing and observing the employee’s performance and defining performance appraisal with suitable rewards and incentives. On the other hand, shop managers work as human resource managers by developing strategies, job creation, and workgroups.
In conclusion, it can be disclosed that the processes developed by Nosh Posh regarding HRM and PM are effective and efficient, which is giving huge success to its business.
1.2 Assess how HRM functions help the Posh Nosh in achieving its purpose
According to Parry (2010), human resource management functions helps business organizations including Nosh Posh Ltd in different ways, which are discussed as follows:
Business Performance: HRM functions developed by Posh Nosh Ltd focuses on developing strategies, job creation, and workgroups. In this case, shop managers who work as HR managers identify the strengths and weaknesses of employees and appropriate strategies, which improve both employee and employer performance. In addition, the effective HRM practices in Posh Nosh Ltd have improved business growth and profit, market share, CSR activities, and customer satisfaction.
Recruitment and Selection: Although Nosh Posh Ltd does not have a particular HRM department, the shop managers are working as HR managers. These managers develop the human resource policies along with the director of Nosh Posh Ltd. in the case of Nosh Posh Ltd, it conducts both internal and external recruitment and selection processes.
Employee Engagement: The HR policies and functions developed by Nosh Posh Ltd are considered as effective, which have been able to engage its staff within the business. Thus, the staff absenteeism and turnover are comparably less, and staff motivation and retention are high.
Training and Development: As the shop managers of Nosh Posh Ltd work as HR managers, they are responsible to define the skills gaps and skill shortage. Then, they develop appropriate training and development programs to maximize the workforces’ knowledge and understanding and improve skills towards the business objectives.
Employee Motivation: the HR policies developed by Posh Nosh Ltd have been able to motivate its workforce. In this case, Posh Nosh Ltd has introduced several rewards and incentives program which have been applied through the effective performance management process. This process has improved staff retention and reduced staff absenteeism and turnover……………….