Unit 21 Human Resources Management Assignment Copy

Program	Diploma in Business
Unit Number and Title	Unit 21 Human Resources Management
QFC Level	Level 4

Introduction

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.

Task 1

1.1 Difference between personnel management and human resource management

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

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.

1.2 Assess the function of the human resource management in contributing to organizational purposes

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:

• Organizational vision and goals: In order to accomplish the organizational purposes the HRM departments looks after the vision and mission of Britannia hotel. The HRM department helps in making effective strategic plan to carry out the activities and acquire the desired long term objectives effectively (Arrowsmith and Parker, 2013). The hotel has set their own objectives and vision to expand their operation and gain higher profits.
• Training and development: HRM department of Britannia needs to look after the training and development of the employee and make them suitable for the job within the organization. The department ensures the effectiveness in the efforts and skills acquired by an individual with respect to the achievement of the desired objectives of the hotel.
• Mission of the business: The human resource department of Britannia hotel has created mission for the hotel which are conveyed to every employee and must be followed so that to accomplish various goals of the hotel. The mission of the hotel states to attain a lead over the other competitors in the entire industry.
• HRM strategies and procedures: This includes two basic functions of HRM i.e. managerial function and operative function which needs to be undertaken by the hotel (Kaiser.et.al, 2014). The operative function of HRM department of Britannia hotel is to look after development, procurement, integration, compensation and maintenance in the business. While, in managerial function the HRM would undergo organizing, planning, controlling and directing various operations within the business organization.
• HRM objectives: There are different sets of HRM objectives which the department of Britannia hotel requires fulfilling so that to achieve them effectively. The objectives are mainly classified as functional, organizational, personal and societal objectives of the hotel. These objectives help the management to achieve higher profitability and accomplish the activities effectively.

1.3 Evaluate the role and responsibilities of line managers in human resource management

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:

• Performance appraisal: The line managers of Britannia hotel initiates the implementation of the performance appraisal which is being set by the HR expertise. They also rate the performance levels of the employees as per the set benchmarks along with the feedbacks which are based on face to face meeting between the line manager and the employee itself (Keegan.et.al, 2012).
• Staff engagement: Line manager of the hotel plays an important role in undertaking an employee engagement. It has been identified that the line managers of Britannia mainly focuses on the strengths of the staff members and motivates them to have open communication among the team members which led towards the enhancement of staff engagement. It has been also seen that the HR manager of the hotel measures the employee engagement with the help of survey technique and the staff engagement of been created by the line managers respectively.
• Performance related pay: The pay structure of Britannia hotel largely depends upon the performances of the employees and thus line managers are very much crucial for the same (Bamberger.et.al, 2014). The line managers thus determine the direct report and contribute in the enhancement in the pay scale of the staff members individually.

1.4 Analyze the impact of the legal and regulatory framework on human resource management

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.

• Race Relation Act 1976: This act mainly depicts the law against any of the unfair practices of discrimination on the basis of color, race, national origin or nationality (Bratton and Gold, 2012). Britannia largely emphasizes on ensuring the avoidance of such acts and maintains a fair environment within the organizational framework.
• Working Time Directive: As per this act, it is very much important for HR department of Britannia to build a suitable working time on weekly basis and must be ensured that it do not exceeds 48 hours on an average including the overtime. It has been found that if the working time directive is not fulfilled the EU could make severe action against the hotel.
• Equally Pay Act 1970: It has been found that hotel Britannia had various policies which help in deciding suitable pay for both male and female staff members carrying out their tasks in the business effectively (Arokiasamy, 2013). The hotel provides the employees with the pensions and bonuses along with their basic pays. It focuses on the payment of at least the minimum wages based on the individuals work.
• Sex discrimination Act 1997: This is another act which needs to be focused by the organization. The HR department of Britannia hotel ensures that there is no discrimination among the employees on the basis of their sex in any of the unfavorable situations.

Task 3

3.1 Link between motivational theory and reward theory

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.

3.2 Process of job evaluation that determine pay in Virgin Media

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:

• Skills and experience: Virgin media decide the pay scale of the employee through experience and competency of the candidate (Landy and Conte, 2016). The payment of the employee depends on the skill of the candidate if he is honored with the high level degree then gets the good payment scale with higher designation.
• Profitability of organization: If organization is not achieving sound profits than management may pay low salary to the employee so this is the major factor to determine the pay scale.
• Employee performance: The payment of employee is depends on his own ability or performance if he performs well in the organization and management like the performance then pay high amount.

3.3 Effects of reward system at Virgin Media

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:

• Motivation: Reward system assist management to motivate the employees by providing additional benefits to them. Reward allows the management to increase the productivity by boasting the morale of the employees. Reward is the best way to motivate the employees to improve the efficiency.
• Employee Retention: Reward retains the employees for the longer time in the Virgin Media. A manager can retain the employees by providing reward on their performance. Reward assists the employees to remain in the organization and by continuous improvement in the performance to achieve the reward (Presslee.et.al.2013). It creates competition among the employees.
• Attracting talent: The reward system attracts the new talent in the organization. Virgin media provides various opportunities to earn in the organization. The management decides attractive salary packages which magnetize the fresh talent in the organization.

3.4 Methods to monitor the performance of employees

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:

• Feedback: It is best technique to monitor the performance of the employees. In this method Head of department collects the feedback of the individual employee or group from the subordinates or group members. The Manager asks the work related questions from the subordinates to evaluate and managing the performance of the employee. For example manager of Virgin Media collects feedback from customers after selling the product.
• 360 degree performance review: It is another technique of performance evaluation which collects feedback from all the subordinates of the employee. This method assists the manager to commit complete review of the employee from the related people. HR department collects feedback from the customers about the employee that how the services of employee are, is he communicate well or not etc (Hair, 2015). If management found any negative comment then manager convey to the employee for improvement.
• Targets: To measure the performance of the employee in Virgin Media manager should set the targets which every employee should achieve the targets. If employee did not achieve the targets then manager should take the corrective action to improve the performance of the employee. The manager can set the targets like increase the sale of cables up to 5% in every quarter (Miner, 2015). To achieve the targets easily management pay the bonus to the employees if they attain the targets.

Task 4

4.1 Reasons of cessation of employment

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.

4.2 Employment exit procedures

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:

• Obtaining an application in written about the resignation from the employee.
• Evaluating the performance of employees.
• Organizing a formal discussion with the HR manager of Chicken master and the resigning employee
• Make appropriate decisions based on the discussion with the HR manager of the hotel
• Providing an approval on the application of resignation of the employee
• Acquiring all the final reports, information, manuals and the copies from the individual.
• The dues are been cleared with the employee and all the gadgets  like laptop, mobile phones, scanners, computer system, etc. are been taken over.
• Furthermore, the other documents related to the organization like access cards, identity card, credit card, etc. are also collected from the individual (Landy and Conte, 2016).
• Finally, the employee is been given with an “Exit Questionnaire” asking for the find and confirm basic reason behind the resignation of the individual.
• An exit interview is been completed by the employee and thus with this the employment contract is been dismissed between the employee and the employer in the Chicken master.

In addition to this, the exit procedure followed by the management of Sainsbury adopts following steps:

• Employee drops a formal e-mail to the HR manager stating the resignation
• A prior notice of one month is been given by the employee
• Carries out a discussion with the HR and states the reason
• The HR approves the resignation after the discussion
• All the dues are cleared by the individual along with the documentation part
• The contract is been dismissed by the HR with an exit interview.

4.3 The impact of legal and regulatory framework on employment cessation 

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:

• According to the Equality Act 2010, Chicken master could not terminate any of their employment contracts on the basis of gender, age, color, religion, etc.
• There must be a valid and logical reason behind the termination of the employee
• It is very much important that Chicken master must provide with prior notice to the employee
• Moreover, Chicken master has the authority to terminate the employee of there is any unfair practice or illegal offense at the workplace in the organization.

Conclusion

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.

References

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.