Unit 18 Human Resource Management Assignment Prudential Plc assignment relates to the human resource management processes at different organizations such as Virgin media, Prudential Plc., Virgin Atlantic and JBC. The various activities forming the part of human resource management process are discussed in context of these organizations and comparison between them under different circumstances and situations. These activities include personnel management, human resource planning, selection and recruitment, motivation, retention and reward systems and termination and dismissal of employees. The objective of this assignment is to analyse and evaluate the activities related to human resource management process at different organization on the basis of which the human resource manager will be able to plan and implement human resource policies within the organisation and achieve the purpose of human resource management by getting good and talented people to work for the company.
JCB is a British multinational company which is largest manufacturer of equipment related to agriculture, construction, waste handling and demolition. Virgin Atlantic Airways Limited is another organization which is a British Airline. The differences between human resource management and personnel management with examples in these two organizations are explained in the following table:
Basis |
Human Resource management |
Personnel Management |
Meaning |
It refers to as the development and adoption of strategic practices related to the people in an organization integrated with the organizational objectives to make sure that the activities and jobs performed by the staff contribute in achieving the goals of the organization. |
It relates to the administration and record keeping of people in an organization so that the terms and conditions of employment are managed and adhered to efficiently. |
Level of operation |
Strategic level |
Operational or administrative level |
Focus |
It is resource centred. For example at Virgin Atlantic the focus in relation to human resources is on three main areas i.e., people development, rewards and HR systems and employee relations which is the part of Human resource management process. |
It is workforce centred. For example JCB provides learning, guidance and assistance to its employees for enhancement of their skills and knowledge which is truly part of personnel management process. |
Job design |
Under HRM job is designed on the basis of team work to achieve the goals of organization. For example at Virgin Atlantic team or group of employees are assigned the role of handling each flight as a team with job of each staff specified. |
Under personnel management job is designed on the basis of division of labour. For example at JCB division of labour is made on the individual manufacturing project or contract basis. |
Purpose |
The purpose of HRM is to develop effectiveness, employee participation, culture and productivity like in Virgin Atlantic the code of conduct is made for the staff so as to define the culture of company. |
The purpose of personnel management is to increase production through employee satisfaction like in JCB; the ‘can do’ attitude is developed among personnel so as to de3al with urgency and achieves success. |
Involvement |
It involves all the mangers of the organization from top to bottom so as to co-ordinate the job role with organizational objectives. |
It involves only the personnel manager since the process relates to employees and staff members only. |
Prudential Plc. Is an international financial services proving company having its operations in UK, US and Asia. In UK it has been established as leading provider of life and pensions. The human resource management strategy of company focuses on five main elements of human resource management process. These elements are getting right and suitable people into the business for the business, building and rewarding performance of people at company, growing strong and capable talent pipeline within the company, developing credible successors as human resources for future, develop the company as an organization which works. The human resource management functions of the company completely focus on these elements as a part of HR strategy to achieve long term success for the company. The purpose of the company is to create long term value through long term thinking strategy. The human resource management functions of company which emphasize on human resource development for present as well as future have the potential to achieve the long term value for the company since the development of personnel at the organization will be for long term. (Jackson, 2010)
Roles and responsibilities of line mangers:
The roles and responsibilities of line managers at Prudential Plc. and the ways in which they support the human resource management functions are as follows:
Impact of legal and regulatory framework on human resource management:
The legal and regulatory framework relates to the protection of rights and interests of employees in an organization along with providing them justice and right of equal employment opportunities. The legal and regulatory framework in UK and its impact on human resource management is analysed as follows:
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Call us: +44 – 7497 786 317Human resource planning is the process undertaken by the human resource managers in order to fulfil the manpower requirement in an organization. It helps in the assignment and mobilisation of recruited human resources for the activities and operations relation to production in an organization.
The reasons for which human resource planning is done are as follows:
The stages involved in planning the human resource requirements are as follows:
The comparison between the current recruitment and selection processes at the two organizations is as follows:
Basis |
Prudential Plc. |
Virgin Atlantic |
HR Manager |
The Finance manger handles the human resource matters that have little knowledge on these matters. |
The human resource matters and activities are handled by Human Resource Manager who has the requisite knowledge and experience in human resource management. |
HR Policy |
There is no Human Resource planning Policy with the organization at present. |
The company is having an effective Human Resource Planning Policy on the basis of which the recruitment and selection of employees is being done. |
Process |
The recruitment and selection process involves telephonic interview followed by a face to face interview, after which psychometric and aptitude test is conducted. |
The process of recruitment and selection at Virgin Atlantic includes interviews, assessment centres and testing. The processes differ in accordance with the job positions. |
Interview questions |
The questions asked from the employees at Prudential Plc. during face to face interviews are general in nature and are not sufficient enough to judge the eligibility of the candidate for the specific job role and it also could not be determined whether the candidate will be able and willing to be the part of organization for long term. |
The interview questions asked from proposed candidates at Virgin Atlantic emphasize on the evaluation of candidate in terms of his potential and willingness to be a part of company for long term and achieve stability in his job role. The test performed by the candidates after the interview help in evaluating the technical knowledge and skills of the candidate to be eligible for the job role. |
Pre-employment screening |
There is no policy or procedure of conducting pre-employment screening of proposed employees who are offered the job with the organization before their joining. |
The company conducts the pre-employment screening of the proposed employees to whom the job is offered for a position with the company. This is conducted through an external agency so as to identify the potential of candidate with respect to compliance of standards and set procedures. |
The recruitment and selection techniques used at Prudential Plc. are less effective as compared to t6he techniques adopted by Virgin Atlantic for recruitment and selection of prospective employees. There is a high staff turnover at Prudential Plc. due to less efficient techniques adopted by the company for recruitment and selection of employees with relevant qualification, skills and experience that can be best suitable for the job. The company also does not have the Human Resource Manager for the purpose of conducting human resource management activities and recruitment and selection of employees, due to which these activities are handled by the Finance Manager who does not possess the required knowledge and skills to recruit eligible employees. Thus the process of recruitment fails to achieve its purpose since it is implemented by Financial Management . Due to lack of an appropriate and effective HR Planning policy with the company also the requirement and fulfilment of positions cannot be matched which results in high employee turnover with the company. Although telephonic interview, face to face interview and psychometric tests and aptitude tests are also done by the company for evaluation and judgement of the eligibility and skills of the employees but the interview questions asked from the candidates are not able to effectively evaluate the stability potential and capability of employee to survive with the company for long term. As a result of lack of effective techniques for recruitment and selection of employees, Prudential Plc. is unable to find good people for it in comparison with Virgin Atlantic. Also the pre=employment screening of candidates done by external agency for Virgin Atlantic help it overcome the deficiencies in its methods of recruitment and selection. (Abdul, 2016)
Link between motivational theory and reward systems at Virgin Media:
There is a direct link between motivational theory and rewards. The motivational theory leads to the motivation of employees towards increasing their performance during the job. As a result of enhanced and improved performance the employees achieve good results which provide them with the rewards. On the other hand when rewards are given to the employees for their exemplary performance they are motivated to perform better so as to receive more rewards in future through achieving best results from their job performance. In this way motivational theory and rewards are directly linked to each other from both the sides. At Virgin Media the motivational theories adopted by the company focus on increasing the business performance by increasing the individual performance of employees. Consequently, the employees work hard to achieve the rewards as a part of motivation process. Thus the motivational theories of the company are directly linked with the rewards given to the employees. (Madan, 2013)
Reward systems refers to as the framework which includes all the policies and procedures which determine the identification of achievement to be rewarded and method which is used to reward the employees. At Virgin Media the reward systems include both tangible and intangible rewards where tangible rewards include bonus, gifts cash incentives, compensations, commissions etc. and intangible rewards include promotion, appraisal, praise etc. The reward system focus more on attracting talented employees, retention of talented and good employees and motivating them to work hard through job satisfaction. The reward systems are inclined towards bonus, salary increase and promotion which attract more and more talented personnel towards the company and motivate the existing employees for lo9ng term retention with the company. This results in decrease in employee turnover of the company. Thus the reward system at Virgin Media is effective in terms of attracting talent and retention and motivation of them. (Ven, 2014)
The methods used by Virgin Media to monitor the employee performance include at the foremost feedback received by other employees which is obtained in confidential manner. The other methods include observation of performance of employees for different periods and comparing them, ranking given to projects handled or assignments completed, and evaluation done on the basis of performance standards. Through these methods Virgin Media conducts the monitoring of job performance of employees regularly on different assessment criteria so that the overall evaluation and monitoring of individual performance of each employee can be made. The unbiased approach is used for the evaluation so that the genuine performance results can be used for the basis of evaluation without any discrimination among the employees and each employee may get equal rights and opportunities for growth and success.(Garaus, 2016)
The reasons for termination of Faisal’s employment contract with The Chicken Master are as follows:
The other general reasons for cessation of employment are as follows:
The employment exit procedures used by The Chicken Master and Prudential Plc. are as follows:
After firing of Faisal by Bob he immediately filed the case in Employment Tribunal against Bob.Faisal claimed that he was replaced by a female who was under the age of 40 and this case of race and gender discrimination against him. In case if Faisal’s claim was proven to be true against The Chicken Master, the impact on legal and regulatory framework shall render The Chicken Master guilty of charge of race and gender discrimination among employees. The dismissal of Faisal will be unfair and the claim of Faisal will be accepted under Section 94 of Employment Rights Act 1996. Also the contract of employment entered into by The Chicken Master will be unlawful and not legally enforceable. Thus the impact on employee cessation arrangements of the claim will be that the cessation of Faisal will be unlawful against the company and The Chicken Master will have to reverse the cessation arrangements made by the company against Faisal. (Blacker, 2016)
From the above mentioned case studies which relate to the human resource management process at various organizations and comparisons between them it can be concluded that the organization must have an effective human resource management policy for its human resource management activities so that it will be able to recruit and select good people for its organization and retain them for future. The human resource management includes many activities which include personnel management, recruitment and selection, human resource planning, termination and cessation motivation and retention etc. This assignment will be able to assist the human resource managers in developing policies and procedures for management of its human resources.
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