Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Unit 3 Human Resource Planning Assignment
Unit 3 Human Resource Planning Assignment is developed on “human resource management” which will include the information regarding difference between hrm and personnel management and will include the information regarding functions that are being performed by the hrm of any organisation. Tesco and sainsbury are the organisations chosen for the report so as to develop better understanding with various aspects related with hrm of any organisation. Report will include information regarding legal and regulatory frameworks with the effect of which organisations will be able to make appropriate decisions regarding legal and regulatory frameworks. Information regarding employee cessation will also be provided in this report so as to help the organisations to make fair decisions while terminating the employee from the workplace.
Organisations present in the market some or the other strategies so as to manage the workforce. To maintain the internal decorum of the business it is necessary that organisations should manage the workforce working over there. Doing so helps in maintaining the internal decorum of the business and brings quality in the work process. There are several aspects that are being used by the organisations so as to manage the workforce (cascio, 2013). Organisations use either personnel management or human resource management so as to manage workforce. More effective information could be gathered by differentiating both the aspects.
Hrm is a way to manage the people in a formal manner. It is helps the organisation to understand its employees and build effective relation between the organisation and employees working in it.
Pm aims at increasing the productivity of organisation with the help of employees working at the workplace. Development of employees is done to increase productivity at workplace.
Tesco uses human resource management to manage the workforce. Tesco ensures that the interest of the workforce could be protected with the help of hrm.
Sainsbury relies on pm and believes that people should produce more so that business could sustain in the market.
Hrm of tesco ensures that employees of the organisation should work comfortably.
Pm of saisnbury focus only on productivity and organisational goals and aims that employees should perform effectively so that organisational goals could be achieved.
Pay structure of tesco is designed by hrm in which employees get paid on the basis of their performance at workplace (safaa al-hamdani, 2014).
Pm of sainsbury pay the employees on the basis of the work done by them.
Interest of the people is created with the help of unitarist approach by hrm of tesco
Pm of sainsbury have a low trust on the employees and uses pluralist approach at the workplace.
Incentives and appraisals are provided by hrm of tesco to the employees for their extra work.
Pm does not provide any incentive or appraisals to the employees for extra work.
Open communication system is used by hrm of coca cola in which employees are free to communicate with each other and the management.
Communication flow is restricted; people are not allowed to communicate directly with the management of sainsbury (piccolo, et. Al. 2010).
Workforce is termed as a valuable asset for the tesco.
Employees are termed as working machines in sainsbury.
Human resource management of every organisation have certain functions that are to be applied at the workplace. In the same manner there are several functions of hrm of tesco which help it to manage the workforce and to maintain the internal decorum of the business (chan, et. Al., 2012).
A direct contact person for the employees working in the organisation is known as line manager. He is a person who looks after all the day to day activities of the organisation and helps in providing solutions to the employees working in tesco. Line manager of tesco has certain roles and responsibilities which are necessary to be performed by him. These responsibilities are:
Therefore, understanding the roles and responsibilities it could be said that line manager plays a very vital role for tesco and helps in performing human resource management function so that smooth functioning of the organization could be managed.
There are certain legal rules and regulations which are developed by the government and have a great impact on the processing of the business. These rules and regulations are provided so as to maintain the internal as well as external decorum of the business. Therefore, certain rules and regulations are:
Employment right act: Employment right act 1999 and 2003 is provided in relation with protecting the interest of the employees applying for the jobs in corporate. According to this act candidates should be hired on the basis of their skills and experience rather than the culture or region that they belong. Unfair employee dismissal also gets protected with the help of employee act (doherty, et. Al., 2014).
Sex discrimination act: This act was presented in 1975, so as to protect the employees in relation with sex discrimination. According to the act organisations should avoid sex discrimination at the workplace. Organisation should provide equal treatment to the people of different sex and should provide all rights to them as they are also an important part of an organisation.
Race relation act: According to the act tesco should avoid race discrimination and should provide fair treatment to the employees working at the workplace. Hiring the employees having race relation with the owner of the organisation is an unethical activity and is illegal which could affect whole process of the business of tesco (cabellero, et. Al., 2010).
National minimum wage act: This act was presented in 1998 by european union to protect the interest of the employees working in the organisation. According to this act it is necessary that tesco should provide minimum wage which are sate by the european union of uk. Minimum of wage of the workers should be according to the guidelines of european union failing to do so could result in penalising the company by the union.
Health and safety act: This act was presented so as to protect the employees from health issues and various hazardous situations. According to this act organisation should work on the safety and security system of the employees and should provide training to them so that they could remain safe in any kind of disastrous situation (piccolo, et. Al. 2010).
Every activity of the organisation has certain reason behind it. Without reason nothing is formulated at the workplace. In the same manner Business Tesco also have certain reasons for human resource planning at workplace. These reasons are:
Hrp include several stages with the help of which tesco could plan the human resource and could manage the work in an effective manner. Following these stages will bring effective results regarding human resource planning. Certain stages of human resource planning are:
Sixth and last stage is to monitor and control the plan (kirac, 2011).
Every organisation has a proper set of recruitment and selection process. Recruitment and selection process varies from organisation to organisation depending upon the work process and policies that they have regarding the work and hiring system. Therefore comparison between recruitment and selection process of tesco with sainsbury will help in developing better understanding with the process.
Tesco have a very simple recruitment and selection process. It advertises the vacancies in the public and gathers the application filled by the candidates for the vacant jobs.
After that hrm of tesco separate the applications and select most appropriate candidates for the bunch of applications (safaa al-hamdani, 2014).
Selected applicants are given a phone call in which a telephonic interview of the candidates is being held. There are certain questions that are being asked by hrm of tesco in that telephonic round. These questions are as follows:
After that selected candidates are called for the aptitude test which is known as psychometric test. Questions related with reasoning, english grammar, mathematics and general knowledge are provided in that test. Scores are provided and then face to face interview is held by the manager of the process of the company. On the other hand sainsbury, have a direct walk in for which eligible candidates can only apply.
8 rounds of interview are held by sainsbury which include psychometric test, group discussions, telephonic conversation, personal interview with the hr and then the candidate clearing all the criteria get interviewed by the manager of the company who makes the final decision regarding the hiring of an individual (piccolo, et. Al. 2010).
After that offer letter is presented by the manager to the selected candidates in whom joining date is provided and other policies of company are mentioned.
Evaluation of the effectiveness of the organisation recruitment and selection process of tesco will provide an information regarding whether tesco is using appropriate recruitment and selection process or it requires certain modifications to make it more effective. Gaining information with the above discussion regarding recruitment and selection methods of tesco as well as sainsbury it could be said that tesco have a better and effective recruitment and selection process (cabellero, et. Al., 2010). It could be evaluated that tesco uses appropriate screening technique so that it could get proper and relevant information regarding the skills and abilities that an individual have. This type of technique of tesco will help in selecting the right person at the right job.
On the other hand although sainsbury have 8 rounds for hiring a candidate but calling the candidates directly for interview creates lots of burden on hrm which affect in making right decision regarding the candidate. Hiring of wrong candidate on the workplace could affect the whole business and the business process.
Therefore, it is necessary that both the organisations should work on the recruitment and selection process so that right person could get hired and could help the organisation to process out the work in proper manner (chan, et. Al., 2012).
The theories of motivation and reward system at the virgin media company are interrelated with each other. The role of both theories is to motivate the employees of the company in order to perform efficiently and achieve their respective goals. Motivational theory of maslow’s provides pack of information which decides the roles of motivational theory at the workplace.
Maslow explained in this theory that every person who is working into the organization has their specific objectives and goals and they perform work in order to achieve their goals. By acquiring these theories into their life motivate employees to work hard for their organization and help it to acquire that particular goal. He explained five needs of an individual that needs to be fulfilled one by one and these are physical needs, safety need, social need, self – esteem need and self fulfilment need. These needs must be fulfilled by hierarchy in order to attain the expectancy and work efficacy. It is required by the virgin media organization to keep monitoring these needs and provide them to their employees accordingly in order to satisfy them to get their goals. These activities at the workplace provide assistance to the employees to boost up their motivation level and can give their best to the organization and that helps to enhance the quality as well as productivity of the organization (doherty, et. Al., 2014).
(miles, et. Al., 2010)
On the basis of the survey that has been conducted on the uk based organization it is concluded that around 77% of the companies in the uk is using this technique to get better results and productivity and these organizations also provide incentives and rewards according to their performances. Providing incentives and rewards help the employees to perform better at the workplace. They try to give their best according to their potential by which they can efficiently and enthusiastically attain the decided goals (saini, 2013).
Job evaluation process at virgin media:
The process in which function related with the job are being availed to an individual is known as job description. These functions are position reports of the candidates, qualification of the candidate and skills suitable for the job which an applying candidate should have. Range of salary is also mentioned in job description (cascio, 2013).
Job specification is the process in which the work process that a candidate have to process is mentioned. Job specification is the list of the works that an individual has to perform at the workplace in virgin media.
Reward system is the way to appraise the employees so that they could get motivated to work effectively at the workplace. Reward system helps in recognising self skills at the workplace and developing position in the organisation. With the help of reward system employees working at virgin media will get motivated to process out the work with more quality. It also helps to influence the other people to work more effectively at workplace. It helps in influencing the new talent at workplace as to get rewards people show their hidden skills and participate in various decision making activities.
Providing rewards to the employees also helps in retention of the employees. To get rewards people at virgin media prefer to process out the work with quality and ensures to help the organisation to attain its targeted objectives.
Providing rewards to the employees is also a way to motivate them and to keep them remaining motivated. To get recognised and reward at the workplace people gets motivated to work hard and participate in various activities (kirac, 2011). People do so to maintain their position and enhance their value in the performance graph. Such type of activities helps the organisation to move on the path of success and sustainability.
Reward system is one of the best techniques to motivate the employees working at the workplace. It helps in developing healthy relationship between organisation as well as people working at the workplace. Either monetary or non monetary rewards could be provided by virgin media to its employees so as to motivate them to work more hard and help them in refining their skills at workplace.
Monitoring the people working at the workplace helps the organisation to analyse various work related aspects. With the help of monitoring organisation could evaluate that whether the work is being processed in a proper manner, whether employees at the workplace are facing any kind of issue. Organisation could prepare the strategies so as to remove the conflicts and issues from the workplace. Certain methods are used by virgin media so as to monitor the performance of employees. These methods are:
An organisation have a right to terminate its employees at any moment but it is the responsibility of an organisation to provide the strong as well as valid reason before terminating the employees from workplace. Fair and appropriate reasons should be provided by the employer to the employee before terminating him from the workplace. In the case of faisal reason behind his termination is that he was not working properly at the workplace and was using the equipments of the organisation for personal use (cabellero, et. Al., 2010). It was mentioned in the policies of the company that employees working in the chicken master cannot use the equipments of the workplace for personal use. It was claimed by the chicken master that faisal was using the equipments of the workplace for personal use and also was processing out his own business in the working hours which is against the law. These are the things which are against the law for which any organisation could terminate its employees. Such kind of practices is unethical and is termed as valid for the cessation of the employee from the workplace. In this case bob terminated faisal due to negligence of the work and non performance of the duties in working time. Faisal also violated the rules and regulation of the company. In this situation reason behind the termination of faisal was true and was valid.
Employee cessation is the situation in which employee is being terminated for the non performance of his duties at work and for indulging in some or the other unethical practices in office hours (chan, et. Al., 2012). Employee cessation can be done due to several reasons these reasons are resignation of the employee in which employee resigns from the workplace on his own will, redundancy death, dismissal of the employee and it is necessary that the dismissal of the employee should be fair it should not be unfair as it is against the law.
Every organisation has a set exit procedure of the employee. Following which is termed as a legal process of exit for the employee. It is necessary that an employee wants to leave the organisation should follow the exit procedure in a proper manner and should leave the organisation with the permission of the management and appropriate authority. Leaving candidate should fulfil all the requirements of the exit procedure so as to process out the exit process in a formal and legal manner. The chicken master have a set exit procedure which is to applicable on every employee while leaving the organisation. This procedure is as follows:
There are several legal and regulatory aspects attached with employment cessation arrangements with every organisation. It is necessary that an organisation should fulfil all the aspects of these legal and regulatory frameworks. Employee cessation should be valid and should be authenticated. Organisations failing to meet all the legal and regulatory aspects in concentration with employee cessation could get penalised which would affect the image of the organisation in the market (saini, 2013).
In this case after termination of faisal, he immediately made the claim on the chicken master that the dismissal done by bob was unfair. Reason for the unfair dismissal was that bib ahs replaced job of faisal with a female who is under the age of 40. According to faisal he is a victim of age and race discrimination. If the claim made by faisal on bob will be proven true then bob will have to provide a job to faisal and will have to pay the compensation which will depend on the age of the employee.
Such type of dismissal is known as unfair dismissal and in this case there are several penalties for which the chicken master will be liable to pay. In such case the chicken master will have to pay ninety nine hundred pounds as a basic reward for the violation of law and as compensatory reward he will have to pay around sixty three thousand pounds. The liability that is to be paid by the chicken master will depend on the age of the victim (tayfur, 2013).
At the end it could be concluded that hrm plays a very important role for organisation. Without hrm an organisation cannot process out the work and cannot manage the employees working at the workplace. It could be seen that the functions performed by hrm of the organisations are very effective and helps in maintaining the decorum of workplace. Hrm of the organisation also works as a legal advisors and helps the organisation to move on the right direction which is designed according to the legal and regulatory frameworks. With the help of this report it could also be evaluated that both employer and employee should follow the legal rules and regulations so as to maintain the internal decorum of the business and move on the verge of success and sustainability.
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