Delivery in day(s): 5
The Unit 21 Selection Process HRM Assignment states the different theories as well as practices of human resource management to concentrate on the present human resource practices as well as the influence of the topical issues as well as legislations. This will support to understand the differentiating factors amongst personnel management and human resource management, for understanding the ways of recruiting staffs, to understand in what ways the staffs will get rewarded by motivating them as well as retaining them and to know the means for employment cessation.
The difference between personnel management and human resource management are as follows,
Human Resource Management
1. It focuses on the rules and agreements that are clearly explained. For following these rules there is a need to administer the actions of the manager.
2. Administration of the workforce relation and agreements for management and employment occurs due to collective bargaining.
3. There exists no focus in respect of strategic management and the definite focus is on productive relations in respect of labour management. (Rees, 2013)
4. The functional circumstances of personnel management is depending on the reactions.
5. The structural scenario in respect of personnel management gets created due to the decision that is taken collectively amongst the management and the employees. In this respect, the staffs will be receiving a standard reward depending on the evaluation of the job. (Rees, 2013)
1. It concentrates on agreements that are open-ended relating with the demands of the business, in which disagreements take place due to the negative interpersonal relations.
2. Management possesses the responsibility for motivating the employees and providing constant encouragement in respect of performance that is based on the similarity of objectives.
3. It is a practical operational aspect and depends on labour management relations that are not observed as the ultimate circumstances. (Rees, 2013)
4. It will not be depending on the current organisational requirements whereas the future requirements will get anticipated and appropriate actions will be considered.
5. A significant emphasis is given on the scenario based on performance related pay, also known as, PRP. Payment is associated with the input offered by a staff to actualise the organisational goals. (Rees, 2013)
For instance, Farland Personnel Management Corporation is following the method of Personnel Management.
For instance, Debenhams UK is following the method of Human Resource Management
Different methods by which human resource management functions will support Debenhams UK for achieving the purpose are mentioned below,
The roles and responsibilities of line managers working at Debenhams UK are as follows,
The legal and regulatory framework impacts on human resource management in the following manner,
There existvarious theories for motivation. The motivational theory of Herzberg states that, there is the existence of two factors that is the reason to create motivation in an individual. The two factors are known as motivation factors and hygiene factors. (Furnham, 2012)The factors for motivation take into consideration different attributes like working conditions, recognition, work environment, challenges associated with work and so on whereas the factors for hygiene considers those scenarios that diminishes the motivational characteristic in an individual that are regarded as ‘payment’ and ‘compensation’.
Another theory of motivation was described by Maslow. It describes that a person will go through particular stages of motivation that are mentioned as under,
Self – actualisation Needs
Self – esteem Needs
Love and affection Needs
Managers that consider the motivational theory of Maslow, tries to motivate the junior staffs at Debenhams UK by providing them with interesting and productive work that will assist them to receive more scope of reaching the stage of self-actualisation which is regarded as the final level in the theory of motivation as explained by Maslow. (Furnham, 2012)
Also, it can also be elucidated as the availability of a straight relation amongst rewards and motivation. The major circumstance explains that with the growth in the amount of rewards that will be received by the staffs at Debenhams UK, the person will keepgetting additionally encouraged. Therefore, the traits of reward is considered to be an efficient method to make the employees receive the motivation that is needed which will be assisting them to receive their rewards and as a result, will be assisting Debenhams UK to actualize their expected objectives.
A systematized method is being considered that supports towards the explanation provided in respect of the comparative value or quantity of job at Debenhams UK relating to the internal activities that were established. To have a more clear explanation, the method of job evaluation takes into consideration every informationthat is depending on the circumstances associated with the particular job aspect, evaluation as well as recording the data that is collected to support in the future. The most effective circumstance that is related with assessment of jobpossesses the need for analysing the payment structure as well as salary scale. (Kramar, 2012)
There exist various processes and methods that are considered in respect of assessment of the job. After the process gets completed, the final result of assessment of job has the need for making assessment in relation to the balanced payments in respect of salaries, job design improvement, redesigning of job, changes in tasks as well as responsibilities of individuals for completing the tasks. There is the existence of various issues that should be taken into consideration regarding payment that differentiates from one another. Payment is considered to be the reparation for work that can be impacted by different issues as well as there is the creation of particular scenarios for differentiation among the functional circumstances at Debenhams UK. (Kramar, 2012)The different issues that are taken into consideration in this regard are mentioned as follows,
The different types of systems for reward are regarded as extrinsic as well as intrinsic rewards. Regarding extrinsic rewards, there exists various financial incentives that are received by the staffs in exchange of the work they do for the organisation. These are regarded as growth in salaries, bonuses, commissions, gifts, and so on. In regard of intrinsic reward, these are regarded as varied non-financial rewards that the employees at Debenhams UK get in exchange of their productive endeavours such as better feedback, recognition, levels of seniority, promotions, trust, authority and growth in responsibility. (Griffin, 2011)
The reward system is utilised as a productive strategic aspect in relation to motivation. There is the offering of rewards not just in relation of performing ability, but also different scenarios which are attendance, work superiority, level of confidence, loyalty, and leadership superiority. After the rewards are received, the employees at Debenhams UK will acquire the motivation that is needed and in connection to these they will be receiving more encouragement to improve their standard of work and having better ability to perform. (Griffin, 2011) The staffs because of receiving the anticipated recognitions and rewards will get more attached with the company or in other words, the process of retaining the staffs will become a successful method at Debenhams UK. In addition, the system of reward assists in the process of reducing the stage for staff turnover at Debenhams UK. Moreover, the growth in salary is considered to be most significant circumstance in respect of reward that is received by a staff to function effectively in the company.
The methods of Debenhams UK that are used to monitor the staff performance are as follows,
The reasons behind the termination of Faisal’s contract of employment with The Chicken Master were due to his poor performance, negligence and violating the policies of the company. For instance, the stocking and cleaning of the store front was not properly done. There was untidiness of the kitchen, food was unprepared and there was absence in employee supervision. Moreover, there were frequent time-offs taken by Faisal for personal reasons during the working hours without any earlier indication. Even though, the owner himself provided him with personal coaching regarding the improvement of performance but it was not effective. Faisal was caught red-handed watching pornography on his computer at office as well as utilised a large portion of working time sending emails to his wife as well as to design his persona restaurant. (Crawshaw, 2014)
The other reasons behind employment cessation when the employees themselves are interested in leaving the company are as follows,
The various reasons for the organisation for terminating a staff from the company could depend on the following scenarios,
The employment exit procedures utilsed by The Chicken Master takes into consideration four stags which are,
After submitting the resignation, the human resource department will be evaluating and confirming the final working date of the employees. The line manager of the staff will be notified, as well as any work that is unfinished will be given to another employee. Then, there will be exit interviews to find the reason why the staffs is leaving their employment with the company and the information that is received will be used to fix the discrepancies, if there exists any at Debenhams UK. After that, the line managers will provide their personal propositions to the employees when the latter will be requiring any kind of organisational support when they apply for another post in another organisation. (Branham, 2012)Lastly, the seniors and human resource department will assess the exit procedure and if any changes are required then its implementation will take place as soon as possible.
Another organisation that should be taken into consideration is KFC. The organisation is having a very simple procedure for exit. The staff who wants to leave is required giving an earlier notice of two weeks. The senior will be evaluating the reasons related with the resignation of the person and will try his best to retain the person by projecting in front of him a positive viewpoint in regard of a bright future in the organisation. (Bruck, 2014)
The employment cessation gets impacted in a direct manner regarding the legal as well as regulatory structure regarding the job. The confirmation regarding the safety of job is with the help of various laws stating that no staff will be facing termination from the job without a valid reason. Whena staff getsterminated without a justified reason then the individual has every right for taking legal actions against the organisation. (Branham, 2012)
One more circumstances related with this aspect are that there should not be the presence of any sort of discrimination regarding race, gender, nationality or ethnicity as because this is completely forbidden in each and every company. There is no way that the termination of a person will take place due to these aforementioned reasons. (Branham, 2012) Moreover, any type of physical disability should not be any reason behind the termination of an individual.
The impact of the legal and regulatory framework on cessation of employment are mentioned as under,
This Unit 21 Selection Process HRM Assignment is associated with the different aspects of human resource management that analyses the reasons for HR planning at Debenhams UK. After that the outlining of the different stages are done that have an involvement in the planning of the needs for human resource. Then, a comparison is drawn between the methods of recruitment and selection amongst the two companies as well as the productiveness associated with the techniques of recruitment and selection are assessed in the two organisations.
Branham, L (2012). The 7 Hidden Reasons Employees Leave. AMACOM Div American Mgmt Assn.
Bruck, H (2014). Recruitment and Selection process. GRIN Verlag.
Crawshaw,J (2014). Human Resource Management: Strategic and International Perspectives. SAGE.
Farnham, D (2015). Human Resource Management in Context: Strategy, Insights and Solutions. McGraw-Hill Education, 2015. Publisher
Fernando, A (2011). Business Environment.
Furnham, A (2012). The Psychology of Behaviour at Work: The Individual in the Organization. Psychology Press
Griffin, R (2011). Organisational Behaviour.Cengage Learning.
Harrell D., G. (2011). Marketing Management.Simon and Schuster Pub.
Hayton, J (2012). Global Human Resource Management Casebook. Taylor & Francis
Kramar, R (2012). Human Resource Management in a Global Context: A Critical Approach. Palgrave Macmillan.
Martin, M (2013). Human Resource Practice.Chartered Institute of Personnel and Development. Publisher
Rees, G (2013). Leading, Managing and Developing People.Chartered Institute of Personnel and Development. Publisher