Human Resource Managing (HRM) is the process of managing employees and human resources in organizations. The objective of HRM is to meet the business goals and objectives by managing its employees (Mullins, 2014). This report explains first the key differences between HRM and personnel management. Then, how the line manager’s role and functions support HRM functions. This section also discusses the legal and regulatory frameworks in human resource management. Secondly, this paper analyzes the causes of HR planning in organizations and outlines the HR planning stage. Then, this section compares recruitment and selection in KFC to Rohman Brother Ltd and the effectiveness of recruitment and selection in KFC and Rohman Brother Ltd. Thirdly, this paper assesses the relationships between reward and motivation theory at KFC, along with staff motivation and reward system in KFC. In the last section, the job termination process in KFC and Rahman Brother Ltd, and the impact of the legal and regulatory framework on the employment termination process is discussed.
1.1 Differences between PM and HRM in terms of KFC and Rohman Brother Ltd
Human Resource Managing (HRM) submits to the administration of a company along with its workers. The purpose of human resource management is to assemble the company aims in addition to objects by controlling its workers, inspiring those giving recompenses as well as encouraging, employ and assortment the exact persons (Mullins, 2012).
On the other hand, Personal Management (PM) is the process of administration of human resources in organizations. PM mainly focuses on conflict resolution, incentives, rewards and performance management, making the structure of wages and salaries, defining job roles and responsibilities (Mullins, 2012)
Lots of differences between human resource management and personal management are explained as below:
|HRM is the dynamic and modern process of dealing with human resource management. It concentrates on staff recruitment and selection process.||PM is the old process of managing employees in the workplace, where it focuses on employee welfare, staff procedure, written agreement.|
|It concentrates on giving profits, in addition, to create a protected or secure place of work controlling rules plus regulations.||The key aims of PM are to deal with wages and salaries, motivating and inspiring, creating employee relations, and dealing with staff conflict.|
|HRM always focuses on staff commitment and organizational goals and objectives. It also focuses on employee performance, employee rewards, and employee incentives.||PM gives less concentration on employee wages, recruitment, and selection, training. It mainly focuses on HR strategies, human resource functions.|
|Source: Mullins (2012)||Source: Mullins (2012)|
Differences between HRM and PM in KFC and Rohman Brother Ltd
KFC has a human resource department. The roles of the HR section in HRM are to employ and choose persons, teach along with expanding them and assess also observe the act as well as the efficiency of workers for enchanting basic stages. The roles of HRM in KFC are to functioning with worker regulations, forming the arrangement of salaries, wages, motivations along with recompenses, controlling act, forming a connection with the workers also involving them for an extensive-period (KFC Annual Report, 2015).
On the other hand, Rohman Brother Ltd does not have a particular HRM or PM department. The owner or manager of this company conducts all of the functions related to human resource management. The manager or owner is accountable for enchanting any choices as well as policies for its workers. Employment along with assortment, teaching, and enlargement, connection improving, involving the worker are the major roles of manager or owner (Rahim Brother Ltd, 2016).
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1.2 How HRM helps KFC in achieving its purpose
According to Mullins (2014), HRM supports KFC in a number of ways including teaching and progress, forming a strong connection in addition to involving them in the company.
Recruitment and selection
The most important task of the HRM department is to deal with the recruitment and selection process. HRM provides advertisements through different channels including newspapers, company websites, job centers, online and Google, job agency websites. Through the advertisement, they attract people from diverse backgrounds. This process supports the business to get a skilled and experienced staff, which meets its employee shortage and skill shortage (KFC, 2016).
Training and development
Mullins (2014) said training and development is another major function of HRM which supports the business in different ways. First, it extends the knowledge and understanding of employees on business functions and activities. Second, it meets the skill shortages. Third, it motivates the staff and retains them within the organization for a long time (KFC, 2016).
Rewards and incentive management
Other functions of the HRM department are to maintain and manage employee rewards and incentives. In this case, based on employee performance and position, the rewards and incentives are designed. When staffs show high performance and high retention, employers provide high rewards and incentives (Mullins, 2014).
Performance management is also dealt with by the HRM department. The HRM department manages the performance of staff. This department conducts a study on staff management and evaluates, assess, and review staff performance from time to time. When it is seen employees showing poor performance, it provides effective training. On the other hand, when it is seen that employees are seen better performance, it provides high salaries, rewards, and incentives, which motivate staff (KFC, 2016).
Employee relationship and engagement
Building stronger relationships and engage the staff within the business is one of the key roles of the HR department. This function increases employee motivation and inspiration in the workplace. This situation creates high staff retention and satisfaction, which increases employee performance and ultimately the business performance (KFC, 2016).
1.3 The role and responsibilities of line managers KFC and how these support HRM functions
According to Moorhead (2014), there are several roles and responsibility of lines mangers which support the human resource management functions in organizations. The roles and responsibilities of line managers support the HRM functions of KFC in several ways. First, one of the key roles and responsibilities of line managers is to support the staff in extending their knowledge and understanding of business functions. In addition, the line managers in KFC need to have the capability and knowledge to manage and lead the followers. When line managers take necessary steps and manger their staff effectively and efficiently, HRM does not need to put extra effort into these cases (KFC, 2012)……………..