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Diploma in Business
Unit Number and Title
Unit 21 Human Resources Management
Human resource management or HRM is been mainly defined to elaborate the formal systems being adopted to manage the personnel within the organizational framework. It is been also defined as the process of recruiting, selecting, training, motivating and managing the employees in an organization. Human resources or employees are been considered as the backbone of any organization as they contributes in the achievement of the desired objectives and lead the business towards success (Storey, 2014). The Unit 21 Human Resources Management Assignment Copy is thus carried out with the purpose to evaluate various aspects of human resource management in an organization. It would assist in differentiating the HRM and personnel management and assess the functions of HRM in contributing towards the organizational purposes. The report would analyze the role and responsibilities of the line managers in HRM. It would also identify the reasons behind the human resource planning in an organization along with the impacts of legal and regulatory framework on the HRM. Furthermore, the report would focus on the effectiveness of recruitment and selection in the organizations. It would then evaluate the process of job evaluation and additional factors that determine pay for the employees. At the end, the report would highlight the exit procedure used by the organization along with the reasons of cessation of in an organization. In order to gain enhanced knowledge and communications the functionalities of Britannia hotel would be elaborated in detail.
Human resource management is been considered as the modern concept of employee management. However, there are differences between personnel management and human resources management as both are based on the similar backgrounds but some of the common differences which could be focused are:
Table 1: Difference between HRM and Personnel management
HUMAN RESOURCE MANAGEMENT
Personnel management is been mainly considered as the traditional concept to manage the executives in an organization.
While, HRM is the modern concept of managing the employees and their activities at the workplace.
The major focus in personnel management is laid on the employee relation, employee welfare, personnel administration, etc (Alfes.et.al, 2013).
It is concerned with the training, motivation, retention and maintenance of the human resources within the enterprise.
The employees are considered as the input in personnel management which contributes to achieve the desired output of the organization.
On the other hand, in HRM the employees are been considered to be a valuable and important assets which helps in achieving the desired results out of their efforts.
All the personal functions are been undertaken with the intention to provide high satisfaction to the staff members.
Here, the administrative functions are been undertaken to achieve the objectives of the organization.
The employees are provided with limited opportunities of training and developments.
While, here training and developmental opportunities are given greater emphasis.
The decisions are been taken by the higher authorities depending on the rules and regulations of the organization.
Under HRM, the decisions are made on shared concepts which includes the staff involvement, decentralization, competitive environment, etc.
It is a routine function of any business.
Whereas, HRM is a strategic function of any of the organization.
This aspect is concerned with personnel manager.
On the other hand, HRM is concerned with all levels of managers from top to bottom.
Human resources management is a wide area which contributes in the organizational functionalities. The diversified functions of Britannia hotel that the HRM department handles are as follows:
With respect to the Britannia hotel it has been observed that there are ample of roles and responsibilities of line managers in HRM. The HR department is mainly concerned with the coordination of different management policies and procedures of the business (Alfes.et.al, 2013). The Britannia hotel had got its HR specialist and the line manager looks after its responsibilities on the daily basis so that to execute various activities of HR. The roles and responsibilities of line manager are as follows:
With respect to the impacts of legal and regulatory framework it has been found that the human resource management of Britannia hotel is been affected in many of the ways. It is very much important for the HR department to look after various aspects effectively as it impacts the operational activities of the business to the large extent. There are wide range of acts being levied by the government of UK and must be followed by the management of the hotel.
Motivation is the way to encourage the behavior of the employee to do better. The behavior of the employee is influenced with various aspects of law which can be boasting up with monetary and non-monetary benefits. Motivation is the best and effective way to increase the working efficiency of the employee. Motivational theory provides best and effective medium to communicate with the employees and identify the problems they are facing while working. Motivational theory includes promotions, performance appraisal etc. The manager should adopt various performance evaluation methods on which the employees feel motivated (Miner, 2015). Reward is the tool of motivation which manager allots to the employee on the basis of performance. Organization provides reward when performance of the employee is above the set standards. Reward is provided to employee to improve the performance and achieve better than the expected. It is a monetary term which is provided after the salary packages. Reward increases the efficiency of the employee and productivity of the organization as well.
Both the theories are interlinked in the performance of employee. This theory facilitates the HR department to motivate the employee of Virgin media to raise the productivity. Various theories are available to identify the need of the employee in the organization. According to the Maslow need hierarchy theory employer should identify the basic needs of the employee like food, shelter, cloth etc which retain them to the organization. Employer has to identify the physiological needs of the candidate (Nuttin, 2014). On contrary Herzberg stated that employer should improve the motivation process by decreasing the things that cause dissatisfaction and increasing the things which cause satisfaction. From the above study it can be evaluated that both the theories are interlinked that provides the job satisfaction and other theory provides monetary benefits to the employee. If manager of Virgin Media apply the motivation theory in the operations then overall performance of the employee may increased.
Job evaluation is the process in which employer introduce the job the candidate. In this process the manager depicts the role and responsibilities to the candidate before joining the job. The major factor in the job evaluation is payment factor on which every candidate wants to bargain. Job evaluation aid the management to plan the payment structure, allot rank to the employees according to the performance. In starting the senior level of the organization define clearly the reasons and importance of the evaluation. In further step manager select the job from each department for investigation. Then HR manager selects the technique of job evaluation it may be analytical or non-analytical (Merriman.et.al.2016). Analytical method includes point rating, comparison etc and non-analytical consist performance ranking, performance classification etc,
Payment for the job to the employee is act as a reward for the employee. It is an achievement for the employee for his hard work and consistency. Payment is affected with various factors like experience of the candidate, skill, given task, performance of candidate etc. Following points assist the Virgin Media to fix the pay of the employee:
Reward system assists the management to attract the new talent in the Virgin Media. The system provides positive impact on the organization. It assists management to recruit qualified and skilled candidates for the organization. It facilitates Virgin Media to retain the employees for the longer time. The manager can attract qualified and well behaved candidates towards the organization. The system aid the management to motivate the employees by providing monetary benefits to the candidates and force them to achieve the targets before the deadline. It forces the employees in very optimistic way and binds them to improve the performance to get the reward. Virgin media allot two kind of reward to the employees monetary and non-monetary. Monetary benefits include winter holiday packages; additional leave with salary, free accommodation etc non-monetary benefits includes promotion, free training, and career counseling (Jonsson, 2015). It assists management to evaluate the best talent for the organization by attracting them through financial modes. Following points depicts the effects of reward system on Virgin Media:
Manager has the liability to monitor the performance of the employees by setting the goals, benchmark etc. Monitoring is the continuous process which evaluates the performance of the employees and manages the records of the employees in the organization. It keeps eye on the employees with different techniques and tools. The main focus of this is to improve the performance of the employees with proper monitoring and work standards. Proper monitoring process measures the performance of employees and provides feedback to the staff on basis of their performance (Phillips and Phillips, 2016). Following are the techniques to monitor the performance of the employees:
There are ample numbers of reason of cessation of employment in an organization. The inappropriate performance in the job, in capabilities, misconduct at the workplace, unfair practices in the business, absenteeism, unacceptable behaviors, etc. With respect to the given scenario, the major reason behind the termination of Faisal’s employment contract was due to his poor performances and the violation of the company’s policies. It has been identified from the case that Faisal was a low performer and was not contributing in the accomplishment of the desired objectives along with the profit growth (Spain and Groysberg, 2016). He had also abolished to the policies of the organization and acted against the laws made by the authorities. In addition to this, the cessation usually takes place due to the disappointments faced by the management or the employers from the employees regarding their roles and responsibilities towards their jobs in the organizational framework. It has also been identified that the employees are been also terminated because of their behaviors and attitudes at the workplace and go against the set policies in the employment contract of the business.
It has been found that every organization acquires its own individual exit procedure in its employment contract. As per the given scenario, Chicken master acquire its own separate set of policies in its employment contract (McClean.et.al, 2013). The exit procedure of Chicken master includes certain steps which are as follows:
In addition to this, the exit procedure followed by the management of Sainsbury adopts following steps:
As per the given scenario of Chicken master, it has been seen that if the claim of Faisal is proved to be true then the organization might face adverse impacts of the regulatory framework on the employment cessation (Polat, 2013). There are some provisions being framed by the authorities which compel the organization to follow the same while initiating any of the termination. The legal and regulatory framework is as follows:
With the above Unit 21 Human Resources Management Assignment Copy it could be concluded that human resource management is the process of recruiting, selecting and training, motivating and managing the employees in an organization. It is been considered as the modern concept of employee management. With the help of report it has been found that the HRM department ensures the effectiveness of the efforts and skills acquired by an individual with respect to the achievement of the desired objectives of the hotel. It has been identified that the Britannia hotel had got its own HR specialist and the line manager that looks after its responsibilities on the daily basis with the purpose to execute various activities of HR effectively. The HR planning process involves the forecasting of manpower requirement, employee retention and utilization of the employees. Moreover, the report has also found that motivation is the best and effective way to increase the working efficiency of the employee. It has been seen that motivational theory provides with best and effective medium to communicate with the employees and identify the problems they are facing while working. Motivational theory includes promotions, performance appraisal etc. It has also identified that proper monitoring process measures the performance of employees and provides feedback to the staff on basis of their performance. Furthermore, the report revealed that the cessation usually takes place due to the disappointments faced by the management or the employers from the employees regarding their roles and responsibilities towards their jobs in the organizational framework. It has also been identified that the employees are been also terminated because of their behaviors and attitudes at the workplace and go against the set policies in the employment contract of business. The report found that Chicken master acquires its own separate set of policies in its employment contract. Event it has been identified that if the claim of Faisal is proved to be true then the organization might face adverse impacts of the regulatory framework on the employment cessation.
Books and journals:
AlBattat, A.R.S. and Som, A.P.M., 2013. Employee dissatisfaction and turnover crises in the Malaysian hospitality industry. International Journal of Business and Management, 8(5), p.62.Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The
link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351.
Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), pp.839-859.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Arokiasamy, A.R.A., 2013. A Qualitative Study on Causes and Effects of Employee Turnover in the Private Sector in Malaysia. Middle-East Journal of Scientific Research, 16(11), pp.1532-1541.
Arrowsmith, J. and Parker, J., 2013. The meaning of ‘employee engagement’for the values and roles of the HRM function. The International Journal of Human Resource Management, 24(14), pp.2692-2712.
Arthur, D., 2012. Recruiting, interviewing, selecting & orienting new employees. AMACOM Div American Mgmt Assn.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation, implementation, and impact. Routledge.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Delahaye, B., 2015. Human resource development. Tilde Publishing.
Hair, J.F., 2015. Essentials of business research methods. ME Sharpe.
Halim, I., 2016. The recruitment and selection process of Aarong.
Haque, S.M., 2015. Recruitment & selection process of the ACME Laboratories Ltd.
The Unit 21 Human Resources Management Assignment Copy is thus carried out with the purpose to evaluate various aspects of human resource management in an organization, We are posting Locus units solutions so scholars can explore the our Assignment Help in UK and get review the quality of our work.