Human Resource Management: Management of People Within Organization

Human Resource
Management
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TABLE OF CONTENTS
LIST OF FIGURES.........................................................................................................................4
INTRODUCTION...........................................................................................................................5
TASK 1............................................................................................................................................5
1.1 Difference between personal management and human resource management .....................5
1.2 The function of HRM in contributing to organization purpose in given scenario.................6
1.3 Roles and responsibilities of line managers of different restaurant......................................7
1.4 Analyze the impact of the legal and regulatory framework on human resource management
on Italian restaurant .....................................................................................................................7
TASK 2............................................................................................................................................8
2.1 Analyze the reasons for human resource planning in organizations......................................8
2.2 Stages involved in planning human resource requirements...................................................8
2.3 Compare the recruitment and selection process in two organizations...................................9
2.3 Evaluate the effectiveness of the recruitment and selection techniques in two organizations
....................................................................................................................................................10
TASK 3...........................................................................................................................................11
3.1 Assess the link between motivational theory and reward....................................................11
3.2 The process of job evaluation and other factors which determine pay................................11
3.3 Effectiveness of reward systems in different contexts.........................................................12
3.4 Methods used for monitoring employee performance ........................................................12
TASK 4..........................................................................................................................................13
4.1 Identify the reasons for cessation of employment with an organization..............................13


4.2 Employment exit procedures used by two organizations....................................................13
4.3 Examine the impact of the legal and regulatory framework on employment cessation
arrangements..............................................................................................................................14
CONCLUSION .............................................................................................................................14
REFERENCES .............................................................................................................................15


INTRODUCTION
Human resource management is concerned with the management of people within
organization. This department performs variety of activities from employee recruitment, training
and development to performance appraisal of an individual employee at workplace (Kozlowski
and Salas, 2009). In this regard, four different scenarios have been taken to better understand the
difference between personnel management and human resource management. Furthermore,
report also describes the impact of the legal and regulatory framework on human resource
management in different situations. At the end of the report, researcher would be able to identify
the reasons for cessation of employment within company.
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TASK 1
1.1 Difference between personal management and human resource management
Around the end of the 19th century, history of personnel management begins. Initially, it
was framed for the purpose of providing protection to women and girls. The main aim behind
developing HR policies was to improve working conditions. During the First World War,
changes were raised and women were recruited in large numbers to fill the gaps left by men.
After that, job of labour manager or employment manager came into exists and large departments
were made to handle absence, recruitment, dismissal, queries over bonuses and other kinds of
issues in a proper manner (Huemann, Keegan and Turner, 2007). With the changes arise in
economy and global market, a way of recruiting, retaining and motivating employees were also
changed. During the 1945s, the new term personal management was defined which integrated
employment management and welfare work together. During the 1970s and 1980s, motivation

and organizational behaviour, human resource management and employee commitment and
motivation related theories were framed (Beattie, 2002). As per the given case, David wants to
open a new Italian restaurant chain of 10 Italian restaurants called Mamma Mia in London. In
this regard, human resource consultant has been appointed to support new business and deliver
excellent customer service within stipulated time. In order to educate David about HRM policy,
it is essential for HR consultant to provide clear differentiate between personal and human
resource management (Dimba, 2010). .
Table 1: Difference between personal management and human resource management
Personal development Human resource management

Traditional approach to manage people Modern approach of managing people.
within organization.
It focuses on personnel administration, It concentrates on acquisition, development,
employee welfare and labor relation. motivation and maintenance of human
resources.
In this technique, job design is done on In HRM, job design function is done on the
the basis of division of labor. basis of group work and team work (Kozlowski
and Salas, 2009).
Decisions are made by the top Decisions are made through enhancing
management by considering rules and employee's participation and decentralization
regulations (Armstrong 2011). functions.
It is a routine function and focuses on HRM is a strategic function and it is concerned
increased production and satisfied with all level of managers from top to bottom
employees. (Guest, 2007).
1.2 The function of HRM in contributing to organization purpose in given scenario

The major role of HR manager is to plan, develop, and administer policies. Human
resource department is concerned with the people and their management. As per the given case
scenario of Italian restaurant, it is clear that organization will require talented and skillful
employees to carry out different activities in an appropriate manner. In this regard, newly
appointed HR consultant can appoint people from different roles that can be enlisted as follow.


Administration department of company will be able to perform record keeping, historical record
of previous action and measure employee relations (Kinnie and et. al., 2006). Besides that, HR
department of enterprise will perform various functions such as recruitment, safety, employee
relations, compensation and benefits. Despite of that, training and development function is also
performed by HR manager of company to provide training to new employee at workplace.
Along with this, it is responsibility of HR consultant to carry out different human
resource management activities such as reward management and performance management
(planning, monitoring and recording) to grasp business opportunity in an appropriate manner.
The success of recruiters and employment functions can be measured in term of recruiting
number of talented employees (Torrington and et. al., 2009). For example: Training related to
housekeeping and hospitality can be given to the restaurant staff and the their performance can
be judged on the basis of monthly evaluation basis. In order to execute restaurant functions in a
significant manner, it is necessary for HR consultant to provide training to its staff members
because if they will be trained then they will motivate to give their best at workplace so that
quality of services will offer to customers at right time at affordable price.
1.3 Roles and responsibilities of line managers of different restaurant
Restaurants are fast-paced businesses and to attain aim and objectives of HRM, it is
necessary for line managers to perform their duties in a proper manner. Mamma Mia will be a
large Italian restaurant chain and it would be having large number of employees. It is
responsibility of HR consultant to establish communication between different departments and
employees (Tsui and Lai, 2009). In order to manage human capital, it is responsibility of line
managers to perform selection, recruitment, training and coaching activities in an appropriate
manner.


Figure 1: Roles of line managers
Besides that, employee engagement, appraisals and mentoring activities are also performed by
HR consultant in Italian restaurant chain. Apart from this, line managers play crucial role to
maintain discipline in the workplace, decide performance-related pay structure and assess
performance and behavior of employees within organization (Youndt and et. al., 2006).
There are a number of areas in a restaurant for the role of line manager: advertising,
interviewing, selecting, hiring, orientation, and discharge of HR. The responsibility of the line
manager of Mamma Mia is usually heads the safety committee. This committee makes efforts to
keep the belongings as a safe work place through proper policy and operation. Besides that, line
managers are also responsible for performing different operations including monitoring over
operational costs, allocation of work, managing relationship with customers and checking quality
of products. They are also responsible for measuring operational performance of firm as well
(Kinnie and et. al., 2006).
1.4 Analyze the impact of the legal and regulatory framework on human resource management
on Italian restaurant
Recruitment and selection is very important part for any organization and transparency is
required in this whole process to recruit best talented employees. In order to establish new
restaurant, it is essential for HR manager to follow legal law and regulations developed by UK
government (Jackson, Schuler and Werner, 2011).
Sex Discrimination Act 1995/97: According to this law, it is responsibility of management of
company to equal treat with their employees without any discrimination at workplace. Indirect
and direction discrimination on the basis of the age, gender and their marital status are illegal in


the UK. During the recruitment of new employees, HR consultant of Italian restaurant must be
followed this regulation to decrease chance of discrimination at workplace (Edwards, Scott and
Nambury, 2007).for example: advertising related to Social Care Home must not encourages
gender biasness. For this they can advertise the ad campaigns with a famous female social
worker.

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National minimum wage act: It is essential for organization to follow this legislation
which emphasizes on that employee gets a minimum wage rate per hour (Kozlowski and
Salas, 2009). By considering this law, HR consultant of Mamma Mia restaurants will be
able to provide fair wages to their workforce as per the guidelines set by government.
Equal pay act 1970: As per this law, it is responsibility of newly appointed HR consultant
to ensure that there is no discrimination with the employees in employment on the basis
of financial terms (Lo, 2015).
Data Protection Act 1998: This act was developed to protect anyone to use personal
information of individuals for their own usage. In addition, it can be helpful for
organization to protect people's fundamental rights and freedoms. For example any data
or personal records of the employee and worker must be kept confidential. With is the
company related data must also be kept disclosed.


TASK 2
2.1 Analyze the reasons for human resource planning in organizations
In the context of anticipate future business and environmental forces, human resource
planning process is beneficial for organization. It provides facility of assessing requirement of
manpower to perform organization activities in a significant manner. The main purpose of HRP
is to assess need of human capital to carry out different business functions within stipulated time
and other reasons for HRP are: (Kopp, 2006).
Shortage of Manpower- Despite, the decade full of unemployment, there is a shortage of
human resources with proper qualifications, skills, and ability. That is why human
resource planning is needed.
Casual Vacancies- There are so many uncertainties with employees in a company such
as, uncertain death, physical inability, etc. hence human resource planning is needed for
smooth functioning of an organization (Huemann, Keegan and Turner, 2007).
Facing Dynamic Environment- In a dynamic environment like today, where nothing is

stable. Human resource planning is needed to cope up with risky environment, climatic
conditions
Besides that, in the context of starting up a new Social Care Home locally, new firm will require
4 managers and 20 support workers. In order to perform various activities such as marketing,
recruitment, administration and finance activities, care home will require talented and skillful
workforce. In this regard human resource planning process will be beneficial for company
(Guest, 2007). Despite of that, HRP will be required for organization in conducting different
functions such as analyze enterprise objectives, forecasting demand and supply of human
resource, estimating manpower gaps and formulating the human resource action plan etc.
2.2 Stages involved in planning human resource requirements
In order to ensure right candidates for right job, Social care home can consider human
resource planning process that can be explored as follow.
Analyzing organization objectives: The main aim objective of company is to recruit best
and talented employees for providing quality of services to customers at affordable price.
Inventory of human capital: At this stage, current number of employees, their capacity,

performance and potentials are considered. For the purpose of conducting different
operations, management of organization will require 4 managers and 20 support workers
(Edwards, Scott and Nambury, 2007).
Forecasting demand and supply of human resource: According to their job profile, by
effective use of internal and external sources requirements are measured and fulfilled.
The forcast of demand and supply is doneThen the market research is done. Number of
candidate needed, there qualifications, skills and aptitude are then tested (Lo, 2015).
Their job profile, job evaluation is keenly done. There should be proper matching of job
description with job specification, and the profile of the person should be suitable to the
Social Care Home.
Estimating manpower gap: Comparison of human resource demand and supply is
required in order to identify actual position of workforce such as surplus or deficit of
human resource (Kozlowski and Salas, 2009).
Formulating the HR action plan: At this stage, action plan is implemented with
considering needs of recruitment, training and interdepartmental transfer. Furthermore,
technology change, labour market competition and changing nature of work has to be
identified to implement human resource planning process at Social care home in a
significant manner (Cattell, 2006).
Once the demand and supply is seen, manpower requirement are then evaluated
(Kinnie and et. al., 2006). That means the vacancies are filled according to
comparison between demand and supply. Two type of manpower:
Surplus it means if employees are more than needed so terminations are done.
Deficit- it means if less of employees are employed then addition of human

resources is done.
2.3 Compare the recruitment and selection process in two organizations
Companies Recruitment Selection
Tesco To fill the vacant position, Organization relies on offline
enterprise is built internal recruitment method and they
talent plan. invite candidates on the basis of


Appoint employee for skills and knowledge
recruitment Proper list of candidates are
People who have interested in prepared in which information
store job can direct approach about candidate select and waiting
store with their CV (Compton list are mentioned.
and et.al., 2009). If vacancy is still vacant then
If employee will meet suitable candidate is call for
internally then training and further recruited (Analoui, 2002).
development programme is
developed.
Both internal and external
sources are used for
recruitment such as E-
recruitment method, external
vacancy board and employee
referral and many more.
Firm effectively use social
networking sites to
communicate with candidates
and collect information about
them like personal and
professional details
Asda Use online recruitment system Shortlist appropriate candidates

HR management of for interview at Asda Reality or
organization promotes career Asda Magic assessment center
opportunities through internal Conduct the interviews base on
staff and taking help of critera set by firm
consultancies firm. Reference checking task will be
New candidates will call for done.

interview on the basis of their Conditional offer of
knowledge and skills like employmentwill provide to new
qualification, education, and candidate.
expert area knowledge
(Kozlowski and Salas, 2009).
Internal recruitment process to
enhance speed and efficiency
of recruitment process and
save organization cost also
(Jackson, Schuler and Werner,
2011)
For internal recruitment, Tesco looks after its talent plan to fill the vacancy. Internally the
employees performance is judged for promotions (Lo, 2015). If no suitable candidate is there
then it advertises its advertisement on its internal portal. So the Tescos plan of recruitment and
selection is more feasible (Huemann, Keegan and Turner, 2007).
2.3 Evaluate the effectiveness of the recruitment and selection techniques in two organizations
The effectiveness of recruitment and selection processes have followed in Tesco and Asda
can be compared on the basis of different parameters.
Table 2: Comparison of recruitment and selection techniques in two organizations
Comparison parameters Tesco Asda

Recruitment policies and Relay on traditional Highly depended on modern or
procedures Transparent online recruitment system
High transparent
Job description and analysis Standardized format High priority is given to
More focus on experience education and qualification of
rather than education candidates
Recruitment methods Both internal and external Both internal and external
source of recruitment are used. source of recruitment are used.
High priority is given to
external method and online

method (Kinnie and et. al.,
2006).
Assessment centers Recruitment is done It was developed Asda
within enterprise. Reality or Asda Magic
Different types of tests assessment center to conduct
of candidates such as recruitment and selection
Psychological, processes.
psychometric, aptitude
and practical tests are
conducted (Dimba,
2010).
TASK 3

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3.1 Assess the link between motivational theory and reward

In order to run consultancy business in a proper manner, it is essential of management of
company to integrate link between motivation theory and reward at workplace. In this regard,
Maslow and Herzberg two factors theories can be considered (Huemann, Keegan and Turner,
2007).
Maslow theory: This theory provides information about most fundamental levels of needs of an
individual within organization. As per the presnet case scenario, this theory is appropriate
because it helps HR department of organization to identify and fulfill needs of employees.

For example, if company will provide reward to its employees on time then they will be able to
meet their psychological, esteem and actualization needs in a proper manner. All their needs will
meet then they will encourage for giving their best at workplace.
Herzberg two factors: This theory is based on hygiene and motivation factors. Physiological
needs safety and social needs under the category of hygiene factors. In the absence of these
factors, employee will de-motivate to give their best at workplace. On the other side, esteem and
self actualization needs come under the motivating factors. For example, if will provide
monetary and non-monetary rewards to them on time then they will motivate to retain with the
firm for long time period. By meeting esteem and self-actualization needs, motivation level of
staff-members can be enhanced (Lo, 2015).
3.2 The process of job evaluation and other factors which determine pay
Job evaluation of an individual is highly depended on some dimensions which include
work, knowledge, skills, work complexity, leadership and the complexity of the decision making
role. These dimensions play a crucial role in the context of deciding salary of employee at
workplace. In order to decide payment of individuals, target achieved by employees (sales,
growth and financial) and benchmarking related factors are also considered by HR management
of organization (Torrington and et. al., 2009). Effective procedure of job evaluation is:
Job evaluation: it is is a systematic process for defining the roles and responsibilities of
individual candidates within organization.
Types of Non-analytical Schemes:
Job Ranking: In this process, HR mangerof retail firm can compare the whole jobs with one
factors and arranging them in order according to rank provided
Job Classification: By comparing the whole job with a scale, slotting of jobs can be done into
grades like skill, decision making and responsibility (Edwards, Scott and Nambury, 2007).
Analytical Schemes:
Factor Comparison: It is based on an assessment of factors and it provides opportuinity to HR
manager to assign a large number of jobs to be ranked at one time and decide payment related
decion at appropriate time.This method can be used to prepare adequate payment system. In
addition, by using method, each factors are assessed separately like job role and contribution of
employees so that payment regarding decision can be taken in a proper way (Lo, 2015).


Points Rating: In this method, points are allocated according to the level which are needed for
the job. By applying this method, firm can be able to judge performance of employees on the
basis of skill, effort, responsibility, and job conditions factors.
3.3 Effectiveness of reward systems in different contexts
Reward systems are varying from industry to industry due to change come in working
environments. This fact can be understood with help of taking example of reward system used in
manufacturing companies and software development firm. In manufacturing sectors,
organizations are highly focused on different factors such as child care, extended parental leave,
career breaks, cafeteria incentive schemes and performance-related pay etc. Extrinsic reward can
be provided such as bonuses, share, gifts, commission and target bonuses etc. to motivate
employees to give their best at workplace (Bernardin and et. al., 2011). With adoption of reward
system both the employee and the organization benefited from it. The productivity of the
organisation increased, they got quality work. The relationship between the employees and top
managers became healthy. Performance of the employee increased and they started working hard
to achieve organisational and there own personal goals (Lo, 2015).
The effectiveness of reward system brings advantages and disadvantages both. They are:
Performance With adoption of reward system, both the employee and the organization
benefited from it. The productivity of the organisation increased, they got quality work.
Salaries And Wages-The relationship between the employees and top managers became
healthy. Performance of the employee increased and they started working hard to achieve
organisational and there own personal goals which in turn help the employees to earn
more.
3.4 Methods used for monitoring employee performance

In order to monitor performance of employees, organizations can use different strategies
such as watch employees work, one to one conversion with individual, self-monitoring tools and
review work in progress on a regular basis.
Quality of work- Quality depends on the the number of projects an employee is working on. Are
they finishing there projects before deadline? These are the question which will help to
understand the root cause of issues faced by employees of Tesco (Huemann, Keegan and Turner,


2007).
Carrying out client survey- The feedback of client about the employee, his work help the
company to understand the employees performance working in Tesco.
Mentoring: In this training method mentoring is always done by a superior person. They
works to develop an attitude. Managerial employees uses it. It is also day to day
interaction(Patel, Messersmith, and Lepak, 2013)
Lectures and Conferences: This off the job method helps the employees to get knowledge
through lectures and conferences. These program starts with lecture and conference. It is
a verbal way to train employees. These lectures and presentation motivate employees.
The subject must be good enough. All over the corporate sectors and in education
institutes it is the most common form of training.
Simulation Exercises: simulation means creating an artificial environment or situations

related to real world. There are 3 techniques of simulations. They are: Management
Games, Case Study, Role Playing(Saks and Belcourt, 2006).
Job Rotation:It is a training process in which employees get rotated by series of similar
jobs. Rotation help employees in performing their task with quality. It also takes away the
boredom and allows to develop a good interpersonal relationship with large number of
employees.


Figure 2: 360 degree method
(Source: Jackson, Schuler and Werner, 2011)
Along with these strategies, HR manager of companies can measure performance of staff-
members in terms of monetary and non-monetary contributions, 360 degree assessment method,
use whiteboards, dashboards, peer appraisals, observation and taking feedbacks from colleges,
customers, suppliers and other departments (Lo, 2015). Checklist method can be used for the
purpose of performance of an individual at workplace (Kozlowski and Salas, 2009). For
example, to support existing clients, enterprise can develop performance plan that can be
understood as follow.
Figure 3: Employee performance plan

(Source: Tsui and Lai, 2009)
TASK 4
4.1 Identify the reasons for cessation of employment with an organization
As per the present case scenario, client operates a medium-sized firm that produces
seasonal greeting cards. He wants to understand reasons which are responsible for cessation of
employment at workplace. Reducing budget, performance, attitude and behaviour, dismissal of
employees in wrongful and unfair ways are the main reasons responsible for employees
termination. In addition, an individual can terminate job due to resignation, retirement,
termination of contract, and redeployment causes (Edwards, Scott and Nambury, 2007). In


addition, employer may terminate the employment of an employee in some circumstances such
as :
Business Conditions- Due to dynamic environment and unfavourable conditions,
sometimes business has to face some difficulties such as low profits. In these conditions
company cannot meet there employees demand and so terminate them.(Kozlowski and
Salas, 2009).
Behaviour- Sometimes the behaviour of the employee creates problem. For
example:some of the companies policies are not shown to the client but the employee did
the same. This makes a breach of contact and so termination.
Complex techniques- Tesco uses these techniques which includes critical reviewing such
as internet monitoring, wire tapping, GPS tracking, interaction on social media, etc.
4.2 Employment exit procedures used by two organizations

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In order to understand exit procedure, Tesco and Asda enterprise can be taken. HR
management of Tesco is followed a particular procedure for all the employees leaving the
organization on a permanent basis. Before the employees leave the organization, some steps are
followed that can be enlisted as follow (Purcell and Hall, 2015). Exit interview, means the face
to face interview of the employee who is leaving the job. This method is used totoknow what
employee is thinking about the work place, the working environment and to know the reason of
their leaving the job (Kozlowski and Salas, 2009). In addition, pension arrangements on leaving
are also provided to some employees (who are above the age of 50 -55) on the basis of their
experience and contribution in firm. On the other side, HR department of Asda is emphasized on


retaining staff if possible or make the exit a well-documented and easy process. Begin transfer of
employee knowledge, document the employees key impressions, complete operational
responsibilities and conduct a proper employee exit interview to solve their issues (Compton and
et.al., 2009). Exit procedure follows in Asda is very simple as compared to Tesco and employee
has to give 15 days notice period to the manager. Further, by making positive idea, manager will
try to identify the reasons of resignation (Kozlowski and Salas, 2009).
Exit procedures used by Tesco are as follows:
Knowledge Transfer Question-These questions are related to transfer of job or any related
promotion in job. Vital knowledge of the employee cannot be lost. This is the reason why
transfer of knowledge is necessary in company like apple and Tesco where there are large
number of employee.
Responsibilities Related To Operation- Before leaving of the employee, the practical

details of departure is done such as software clean from the personal laptops, office keys
is return, I-cards given back, data erased, salaries account of the employee is closed etc.
As there are large number of workers are there in companies like Apple and Tesco.
Standard Exit Survey- This survey is related to the employee . For example: Is he happy
with the past staff?, reason of leaving the company, etc. Then these data reliability is been
checked with the the statistical data.(Tittel, 2011)
Face To Face Interview-lastly, face to face interview is taken for the workers well-being
and the improvement needed in the company regarding other employees, working
conditions.
4.3 Examine the impact of the legal and regulatory framework on employment cessation
arrangements
Law and regulatory frameworks in the UK directly affects the cessation of employees.
Without any fair reason, any organization cannot terminate employee from employment (Tsui
and Lai, 2009). If employer will not follow legislation developed by UK government then
employees are free to take legal action against the employer. There are two types of
terminations. They are:
Lawful Termination - these terminations are based:

1. On The Basis Of Time- In this type, the employees can be terminated once once they
serve the given notice period. That notice period can be 30 days to 3months.
2. On The Basis Of Contract- in this type, the contract gets terminated once the employees
complete the work for which they were hired.
3. On he basis of behaviour- different individuals come from different background to

complete organizational goal. Some employees behaviour such as absenteeism, not
punctual, not having good relations with other employees, etc creates problem in the
organization. So termination is the option left (Edwards, Scott and Nambury, 2007).
This lawful termination does not affect the organization working. Overall these termination leads
to efficiency and effectiveness in the organization. Where all the targets are achieved.
Unlawful terminations- Unlawful terminations such as a company at loss, fire its maximum
employees without the notice period. These terminations affect the goodwill of the company
(Kozlowski and Salas, 2009).


CONCLUSION
From the report, it can be concluded that human resource management can play an
important role in achieving enterprise goal and retain best and talented employees with company
for long time. Motivation theories and exit procedure are followed within enterprise can be
helpful for firm in term of reducing employee turnover. In addition, legal framework is followed
within company also influence performance of companies and staff-members associated with
company. On the basis of the facts, it can be said that Human resource management play an
important role in term of achieving growth and success in a significant manner.

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REFERENCES
Books and Journals
Analoui, F., 2002. The Changing Patterns of Human Resource Management.Ashgate,
Hampshire.
Armstrong, M., 2011. Armstrong's Handbook of Strategic Human Resource Management. 5th ed.
Kogan Page Publishers.
Beattie, S. R., 2002. Understanding Human Resource Management. Employee Relations. 24(1),
pp.101-112.
Cattell, A., 2006. Human Resource Development: Strategy and Tactics. Industrial and
Commercial Training. 38(4). pp.218 218.
Compton, L. R. and et.al., 2009. Effective Recruitment and Selection Practices. CCH Australia
Limited.
Dimba, A. B. 2010. Strategic human resource management practices: effect on performance.

African Journal of Economic and Management Studies. 1(2), pp.128-137.
Edwards, E. J. Scott, C. J. and Nambury, S. R., 2007. Evaluating Human Resources Programs: A
6-Phase Approach for Optimizing Performance. John Wiley & Sons.
Guest, E. D., 2007. Human resource management and performance: a review and research
agenda. The International Journal of Human Resource Management. 8(3).pp. 263-267.
Huemann, M., Keegan, A. and Turner, R. J., 2007. Human resource management in the project-
oriented company: A review. International Journal of Project Management. 25 (3). pp.315-
323.
Jackson, S. Schuler, R. and Werner, S., 2011. Managing Human Resources. 11th ed. Cengage
Learning.
Kinnie, N. and et. al., 2006.Satisfaction with HR practices and commitment to the organisation:


why one size does not fit all. Human Resource Management Journal. 15(4).pp. 9-29.
Kopp, R., 2006. International human resource policies and practices in japanese, european, and
united states multinationals. Human Resource Management. 33(4).pp. 581-599.
Kozlowski, S, and Salas, E., 2009. Learning, Training and Development in Organizations.
Taylor & Francis.
Lo, M. Y., 2015. Attitudes Toward Cross Cultural TrainingA Qualitative Study of Expatriates in
Sportswear Manufacturing Industry in East Asia. pp. 121-125.
Simons, R., 2011. Human Resource Management: Issues, Challenges and Opportunities. CRC
Press.
Torrington, D. and et. al., 2009. Fundamentals of Human Resource Management: Managing
People at Work. Prentice Hall
Tsui, Y. P. A. and Lai, T. K., 2009. Professional Practices of Human Resource Management in
Hong Kong: Linking HRM to Organizational Success. Hong Kong University Press.
Youndt, A. M. and et. al., 2006. Human Resource Management, Manufactu
Online
Bernardin, J. H., and et. al., 2011. Human Resource Management - Introduction - A Revision
Article. [Online]. Accessed through <http://nraomtr.blogspot.in/2011/12/human-resource-
management-introduction.html>. [Accessed on: 5th October 2015].
Purcell, C. and Hall, M., 2015.Assessing the impact of the UKs new regulatory framework for
employee consultation. [Pdf]. Available Through :<
http://www2.warwick.ac.uk/fac/soc/wbs/research/irru/publications/recentconf/mh_-_cira-
crimt_paper_april_2010.pdf >. [Accessed on: 5th October 2015].


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1.2 The function of HRM in contributing to organization purpose in given scenario.................6

1.3 Roles and responsibilities of line managers of different restaurant......................................7

2.1 Analyze the reasons for human resource planning in organizations......................................8

2.2 Stages involved in planning human resource requirements...................................................8

2.3 Compare the recruitment and selection process in two organizations...................................9

3.1 Assess the link between motivational theory and reward....................................................11

3.3 Effectiveness of reward systems in different contexts.........................................................12

3.4 Methods used for monitoring employee performance ........................................................12

4.1 Identify the reasons for cessation of employment with an organization..............................13

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Table 1: Difference between personal management and human resource management

Personal development Human resource management

1.2 The function of HRM in contributing to organization purpose in given scenario

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Facing Dynamic Environment- In a dynamic environment like today, where nothing is

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Deficit- it means if less of employees are employed then addition of human

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Asda Use online recruitment system Shortlist appropriate candidates

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Comparison parameters Tesco Asda

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3.1 Assess the link between motivational theory and reward

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3.4 Methods used for monitoring employee performance

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Simulation Exercises: simulation means creating an artificial environment or situations

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Figure 3: Employee performance plan

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4.2 Employment exit procedures used by two organizations

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Responsibilities Related To Operation- Before leaving of the employee, the practical

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3. On he basis of behaviour- different individuals come from different background to

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