Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Greenwich Leisure Limited HRM
Greenwich leisure limited HRMassignment has been providing the brief concepts over the human resource management system. Through this document the personnel and the human resource management has been addressed along with their differences. The human resource management functions and their roles in the organisations like Greenwich Leisure Limited are assessed. The role of line managers in the HRM is evaluated by taking the case of GREENWICH LEISURE LIMITED organisation. Different impacts of legal and regulatory framework over the HRM are given. The reasons over the human resource planning and different stages of the planning have been provided through this document. The recruitment and selection processes of different organisations and their differences along with effectiveness are discussed by taking the example of GREENWICH LEISURE LIMITED and McDonalds. Different motivational theory and their impact, process of job evaluation reward system are assessed and evaluated in this report. Different methods of monitoring the people within the organisation are examined and discussed. Different termination processes and the regulatory framework which are involved with the ext procedures are discussed by taking the case study of Chicken Master.
Human resource management and the personnel management though based on similar concept, they have differences. Personnel management is the traditional form of human resource management. It is the modern approach in supervising the people within an enterprise. (Nayab, 2015)
There are significant differences between the personnel management and human resource management:
The chosen organisation Greenwich Leisure Limitedis a non-profit organisation which has been running over different facilities of sport and leisure. They have over 6,000 employees and human resource management strategy has been implemented to emphasise the performances. Through induction and training the employees are trained towards the efficiency. The management empowers the employees in encouraging their abilities. The staff motivation and the empowerment is the main concern of the HRM strategy of Greenwich Leisure Limited. Considering the Rainbow Cafe in the Cambridge, it has been using the personnel management system. With the involvement of the line managers the cafe has been managing the people in the organisation. The organisation has been following the strict job description and fixed promotional policy.
The human resource management is the organisational functions which have been used by the organisations by focusing on the recruitment, management and leading the human resource towards the achievement of business goals. The human resource management functions of Greenwich Leisure Limited are implemented to increase the organisational performances with high skilled human resources. (Woods, 2012) Greenwich Leisure Limited has strategically integrated the HR policies within the management system. Through this system the organisation has been improving the existing skills and capabilities of the human resources and improving their performance to increase the customer satisfaction.
Greenwich Leisure Limited has been focusing on the strategic human resource functions with the long termed objectives. The primary concern of the strategic human resource of Greenwich Leisure Limited is to increase the skills of employees while focusing on the problems of business. The human resource management of Greenwich Leisure Limited has shown high level of commitment to the HR, offering the staff proper training, attempting to obtain acceptance from all employees. The Human resource management system has been involving the employees in the functions with efficient manner. This has been placing greater amount of value in the employee relation. (Woods, 2012) Greenwich Leisure Limited has introduced the training facilities within the human resource management in order to extend the employee skills with adding competitive values. As the organisation has been doing business leisure market and in the service sector new skilled are required within the human resources for the survival. (Woods, 2012) Rather than being an administrative department the HR department of Greenwich Leisure Limited has been working with proactive measures to maintain the relationships with the employees. The clear and efficient execution of the HR functions by Greenwich Leisure Limited HRM is showing the evidence that the HR strategy is tool for competitive edge. The complete implementation of the HR functions is concerned over the welfare of the staffs.
Line managers have the direct connection with the employees. They have the responsibilities in directly managing the individuals. They have to report the individual performances to the higher level of management, which includes the performances and the welfare of the employees along with basic training needs, requirements of specific skills and talents, required human resource numbers etc. (cipd.co.uk, 2016) Within the hierarchical structure of HRM the lower layer of management roles and responsibilities are referred to the line manager. They have the supervisory responsibilities rather than management of the individuals. The management responsibilities of the line managers consist:
Apart from these responsibilities the line managers also have roles in
The line managers of Greenwich Leisure Limited have their focus over the increment of the current performance status to ensure customer satisfaction over the services. Thus the line managers have the responsibilities over the administration of the individuals and they have to assess the proper development needs of the individuals. (Woods, 2012) Different HR related issues and tasks such as taking interviews for the front line staffs, filling out the assessment forms, enforcing the standards of performance within the human resources as required by the organisation, dealing with the regulations and complaints related to the human resource management, establishing the communication between the staffs and higher management. (Woods, 2012) Maintaining the discipline within the working environment is also an essential role of Greenwich Leisure Limited line managers. The line managers of Greenwich Leisure Limited have the role in assessing the performance appraisal system. The line managers of Greenwich Leisure Limited provide rating and feedbacks over individual performances of the staffs and provide them to the higher authority. (Woods, 2012)
The legal and regulatory framework which is related to the Human resource management approaches are the set of laws and legislations enforcing the legal requirements to be met through different approaches and practices of human resource management. There are different areas of legal framework which are associated with the human resource management:
These legal and regulatory procedures are incorporated within the practices and approaches of human resource management along with the principles and strategies. The legal and regulatory framework of HRM ensures that the management of the organisation has complete understanding over the relevant legislations.(Nickson, 2013)
Motivation is the psychological force that influence one individual to perform certain act (Price, 2011). The management of the organisation needs to identify the factors determining the motivation. It is the theories of the scholars regarding the motivation which can give a basic formwork to the management. Based on that the management can undertake the strategies to increase the motivation level of the employees. Maslow’s need theory is one of the popular theory which focuses on the motivation of the individuals based on the fulfilment of the needs. Motivation is one of important parameters for a manager to be followed in the organisation for increasing the productivity level. Highly motivated employees will give productive performances in the organisation that will help the organisation for achieving the target. Over here the organisation is Greenwich Leisure Ltd UK where the employees are given certain benefits to hold the leading position in the market of UK.
Maslow’s theory can be classified into 5 needs which comes one after another when there is a fulfilment that are as follows:
Thus we can observe a clear link between the motivation and the reward system at Greenwich Leisure Ltd UK. Each and every needs identified in Maslow’s theory can be linked with the organisation structure of Greenwich Leisure Ltd which will motivate the employees for their organisation and they can perform well to achieve the target.
Herzberg Theory can also link the motivation of the employees with the reward system. It is the theory where two factors are identified which are classified in two aspects Hygiene and motivational factor.The following diagram will help to understand the structure of the two factors which has an influence in the working environment of the organisation.
Non-financial rewards like staff memberships discounts, society membership options, leisure courses are given to the employees at Greenwich Leisure Ltd UK in order to make them motivated and also to create an environment which is worth for working. Pension scheme is also there in Greenwich Leisure Ltd UK which will give more interest than the other sources of income. Monetary rewards the salary which is much high than the other leisure companies in UK. The motivational factors like recognition schemes for the employees with their best performances, staff membership discounts, development plans for the best employees by giving training from the London Leisure College are provided to increase the commitment and satisfaction level of the employees at Greenwich Leisure.
Thus we can observe that the motivational theories can be linked with the reward system of the Greenwich leisure. The employee’s benefit are the key attributes in Greenwich Leisure in order to increase the productivity level and to reduce the attrition rate for maintain a positive balance in the organisation.
Job evaluation is the effective approach for determining the value of a job provided by the organisation. The pay structure will be rational and for that job evaluation plays a major role. There are certain steps which are associated with the Job evaluation that are as follows:
Apart from that the pay structure is determined by the following aspects:
Thus we can observe that Job evaluation consider three aspects which are job description, specification and remuneration structure. While evaluating the job one will find the activities that they have to perform in the work place which can be accessed from the job description. The required qualification or eligibility criteria can accessed from the job specification. For the money allocation, pay structure will give the candidate about the salary they will get while working. But sometimes the organisation hide certain details which are the sources of conflict and misunderstandings.
3.3 Assess in different contexts (for e.g. attracting talent, retention, and motivation) how effective is the reward systems at Virgin Media or your chosen organisation.
Reward system is an effective step for motivating the employees towards productive performances. The organisations gives preference to the human resources as they are the implementer of the strategy and the success of the company is depending on their performances. Reward system can be categorised in two ways which are the Pay reward system and Non pay reward system. Monetary benefits are included into the reward system and non-monetary reward system are included in the non-pay reward system (Torrington, 2014)
Greenwich Leisure Ltd also follows the reward system at their work place in the following ways:
Overall we can observe that Greenwich Leisure has applied several techniques in the reward system for maintain a healthy working environment which will give maximum productivity to support the business objectives of Greenwich Leisure. Though there is a huge investment related to the reward system but for the sake of productivity and positive working environment it is necessary to implement.
Employee’s performances are the key factor of the productivity in an organisation. The strategy formulated by the top management is to be followed by the employees to achieve the desired result and for that measuring the performances is required in order to check the progress. There are two dimension for measuring the employee’s performances which are “What and how”. What represents the result of the employees performances and How represents the skills and competencies used by the employees for the result. Different methods are there for measuring the performances and for Greenwich Leisure Ltd there are three methods which are as follows:
Thus we can observe there are several positive and negative side in each of the performance measurement process at Greenwich Leisure Ltd. But all the techniques that are used are having their own importance to measure the performances of the employees.
As per the case study is concerned, Chicken Master is a small restaurant situated in Ilford. The owner of the restaurant is Bob and he has hired Faisal at his restaurant due to his rich experience in the operations of the restaurants. But after six months of his employment, Faisal was fired due to the low productivity and violation of the company’s policy. Based on this scenario there are several reasons which influence Bob to terminate him. Cessation at employment is the process that brings certain end to the contract of the employment. The employer may terminate the employee for violating the company’s policies or the employee can break the contract due to his/her personal reason. Both the parties have to serve a minimum notice period for finding the replacement. For example an employee smokes in the office premises then there is strict rules regarding the cessation of the employment.
The primary reasons for the termination of Faisal’s employment happens are as follows:
The other reasons can be:
Thus we can observe there can be several reasons for the termination in the employment. The main reason will be the inefficiency in the performance which leads to the downfall of the business. All the employers are looking for the productivity and moreover violating the policies will definitely bring termination in the employment contracts. But on the other side if we consider Faisal then there are certain grounds that the employers like Bob needs to be followed on the issue of cessation of the termination. Giving the official warning or sending a notice period or conducting a meeting by the presence of Faisal and trade unions as per the ACAS code of conduct is also compulsory.
Exit Procedures are the provision that have to be maintained while terminating the contract for the employment. Several companies have different exit procedures and both the parties have to follow the procedures to terminate the contract. (Bohlander and Snell, 2010). Exit procedure for the employer is the violation of the company’s policies such as if any employees steals any items from the store or sexually harass the colleagues or customer then the exit procedure also happens As per the case study is concerned, The Chicken Master follow certain aspects in the exit procedures which are breaking the codes of conduct, inefficient performance for a long time, not maintaining the hygiene in the work place, using the office equipment for personal use, leaving the work activities without informing the concerned authority etc. On these ground Faisal was terminated from The Chicken Master for giving inefficient performance after a certain period of training, lack in maintaining the hygiene at the workplace, using the computers for personal use, failed to inform the concerned authority and also doing immoral activities in the workplace.
Exit procedures that have been followed by Greenwich Leisure Ltd. when the employees used to terminate the employment contract are as follows:
To conclude we can observe that the organisations are different in their approach while following the exit procedures. It is due to the size of the company. As per the case study The Chicken Master has followed the step which is not documented or designed properly but in case of Greenwich Leisure Ltd the procedures are designed effectively in order to understand the reason for leaving the company or maintaining the policies in the company. Thus the size of the organisation is also matters to define the correct exit procedures. Chicken master is a very small restaurant and so such policies or framework is there. Structured exit procedures helps the organisation to record the database of the employees which can be required for future requirements or it can assist the organisation to collect the data regarding the employee’s feedback regarding the work culture and system.
The legal and regulatory framework gives a direction or a road map to the organisation for maintaining a positive and sound working environment at the workplace. The employees can get their confidence about the support by the Government by their legal systems. It is also the benefit for the organisation as this legal and regulatory framework will boost the employee’s morale which in turn will increase the productivity. Equality Act 2010 strictly brings restrictions on the ground like age, gender, race, religion, disability etc. Discrimination is also prohibited under the Equality Act 2010. The area Discrimination is very huge which involves discrimination cannot be done on the grounds like at work, consumers, buying or renting a property etc. As per the legal framework the victim can follow certain ways like: (Gov. UK, 2016).
Equality Advisory Support Services by the Government is also there to support the victim by giving guidance or help. As per the legal framework, Faisal has appeal to the employment tribunal about the discrimination done by the employer of The Chicken Master by firing him by hiring a woman whose age is less than 40. Based on this situation the employment tribunal will analyse the hearings from both the employer of The Chicken Master that is Bob and the employee Faisal. The analysis will be done from both the end by evaluating the circumstances. The employment tribunal will first consider the employee Faisal regarding his complaint by asking him about the reason and then the tribunal will ask Bob about his procedures or the reasons for the termination. The employment tribunal will also see the notice period was served by the employer or not. As there is a provision that certain time has to be given to employees to find his job or to the employer for finding another one in his/her replacement. Bob will disclose all the facts that Faisal has violate in the work place and for that termination has been done. Employment tribunal will ask for proofs on the ground that Bob has terminated him. If Bob satisfy the judge then he can win the case but serving the employment notice period was not done by Bob which are violating the law. In this case both the parties have some business negligence in their movement as per the legal framework is concerned. Giving the official warning or sending a notice period or conducting a meeting by the presence of Faisal and trade unions as per the ACAS code of conduct is also compulsory.
Thus we can say that legal framework has given some guidelines which both the employer and the employees have to follow while delivering their efforts otherwise penalties, imprisonment can also happen. Legal framework has established a structured way that is to be followed in the workplace which will increase the productivity and minimise the incidents of the discrimination. The goodwill of the organisation can also be enhanced if the organisation strictly follows the guidelines regarding the legal framework by the Government.
To conclude it can be said that this report has clearly highlighted the aspects of the human resource management in an organisation. The reason to implement the human resource planning, importance of the recruitment and selection process are clearly shown in this report by relating the organisation Greenwich leisure Ltd. Motivational theory of Maslow’s has been implemented with the reward system of Greenwich Leisure Ltd. in order to motivate the employees by satisfying their needs. The process of the job evaluation and the process to measure the performances are also highlighted in this report. Lastly a case study is being related with the several issues on the ground like cessation of the employment, exit procedures etc. in this report.
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