Unit 21 Human Resource Management with Priyo Bazar and Waitrose (GC0495)

Table of Contents

Introduction.

Task 1. 4

1.1 Distinguish Between Personnel Management and Human Resource Management in two different organisations

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

1.3 Evaluate The Role And Responsibilities Of Line Managers in   Waitrose.

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 Organization.

2.2 Outline the Stages Involved In Planning Human Resource Requirements in Tesco.

2.3 Compare the Recruitment and Selection Process in  Waitrose Plc and Priyo Bazar

2.4 Evaluate the Effectiveness of the Recruitment and Selection Techniques in  Waitrose and Priyo Bazar

Task 3.

3.1 Assess the Link between Motivational Theory and Reward at  Waitrose plc.

3.2 Evaluate The Process Of Job Evaluation And Other Factors Determining Pay At  Waitrose Plc.

3.3 Assess the effectiveness reward system in Waitrose.

3.4 Examine the methods Waitrose 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 Waitrose.

4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangement in organisations like Chicken Master

Conclusion.

Reference.

Introduction

HRM (Human Resource Management) is an important feature in business. The main aspire of HRM is to achieve aggressive improvements for the business by improving successful policies for the labour forces (Mullins and Laurie, 2016). This note concentrates on several HR issues concentrating on two companies; are Priyo Bazar and Waitrose.    Waitrose is one of the UK chain supermarkets, where Priyo Bazar is a small enterprise business. This report is divided into four main tasks. In this primary task, this assignment distinguishes PM with HR beside the HRM roles for gaining Waitrose’s objectives. As well, this task emphasizes the function or accountability of the line manager or the force of lawful as well as regulatory structure on HRM exercises in Waitrose. The next tasks focus on the HR planning process and stages followed in recruitment and selection. The following task focuses on the effectiveness of the recruitment and selection process of both Priyo Bazar and Waitrose. Finally, this report outlines the employment cessation procedures following a case study on Chicken Master.

Task 1

1.1 Distinguish Between Personnel Management and Human Resource Management in two different organisations

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

How personal management (PM) differs HRM at  Waitrose plc and Priyo Bazar

In  Waitrose plc, the main actions of HRM are to employ individual staff from ethnically various environments. Then, HRM considered skilled as well as experienced persons from limited society. Afterwards, HRM plays a role in the training and improvement of the employees. Waitrose’s organization mostly contracted with its staffs’ salaries/wages, reimbursement methods, motivations, staff correlation as well as the appointment, staff confliction (Waitrose    Annual Report, 2015).

In Priyo Bazar, both PM, as well as HRM, is functioning jointly like a sole section. The proprietor of Priyo Bazar is accountable to contract with every private organization and HRM actions. Each and every one of the staff connected to actions counting employment and selection, training and improvement, reimbursement procedure, staff relationships and conflictions in Priyo Bazar are deltas by the proprietor of the business. There is no exacting HR section and PM section (Priyo Bazar, 2016).

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1.2 How HRM Functions Help  Waitrose Plc in Achieving Its Purposes

As Mullins and Laurie (2016) note, HRM is the key responsible department in Waitrose plc to deal with its human resources.  HRM supports some approaches that are described as below:

Recruitment and selection

As Torrington et al. (2014) note, the main actions of HRM at   Waitrose plc is to employ or choose the correct individuals for the accurate situation at the exact moment. The interior procedure of employment chooses a brilliant or improved worker and gives them encouragement. Additionally, the interior procedure of employment is fewer prices efficient or period overwhelming, that keep many for   Waitrose. In contrast, the exterior employment or selection procedure at Waitrose draw or employ individuals from ethnically and educationally various backdrops. Additionally, the reasonable and effectual employment or selection procedure assists Waitrose to discover brilliant or knowledgeable staffs (Waitrose, 2016).

Training and development

As Torrington et al. (2014) note, the HR section of  Waitrose is accountable for training or improvement of its staffs. HR sections perform investigate and examination on the Training or improvement wants on usual base As well as give effectual Training as requisite. This is for the reason that employees achieves information and considerate on the  Waitrose roles throughout this training and improvement or considers free to do superior at the place of work.  Additionally, these Training and improvement activities at  Waitrose help the business throughout enhanced efficiency at the place of work and enlarged in the general business act (Waitrose, 2016).

Reward and incentives

Establish effectual and resourceful prize or encouragement activity is one of the main roles of HRM (Torrington et al., 2014). HR section of Waitrose has established effectual encouragements and prizes activity for the staffs. It is measured that  Waitrose is giving more striking motivations and prizes to its staffs than the opponents. Even if the motivation and prizes activity force on business activities, the elevated inspiration or maintenance stage at  Waitrose provide the business achievement with the developed act (Waitrose    Annual Reports, 2015).

Motivation

Another main role of HRM is to inspire the labour forces at places of works (Torrington et al., 2014). HRM section of  Waitrose performs staff review from timely and appreciates their inspiration stage or pay attention to their say. Additionally, when any confliction increases at  Waitrose place of work, the HRM section examines the factors very cautiously and arranges out the factors inspiring or encourages them. This procedure has condensed the employee income stage appreciably dropping an enormous quantity of expenses or developing trade act………….

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