Unit 3 Human Resource Planning Assignment

Program	Diploma in Business
Unit Number and Title	Unit 3 Human Resource Planning Assignment
QFC Level	Level 5

Introduction

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.

Task 1

1.1 Differentiate between personnel management and human resource management giving example in two suitable organisations.

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	Pm
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.

1.2 Access how human resource management functions help your chosen organisation in achieving its purposes.

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).

• Recruitment: Human resource management ensures that the recruitment process could be formulated according to the requirements of the organisation. It ensures that people working in the organisation should get recruited on time so that work should not get hampered and could be processed in a smooth manner. It is also necessary that hrm should hire the skilled people who can manage the work of the organisation and could help in attaining objectives of the workplace.
• Training: After recruitment of skilled candidates hrm of tesco provide training to the candidates and explains the work process so that new hired candidates could process out the work with quality (doherty, et. Al., 2014). It also provide training to the vintage employees so that they can develop their skills and could learn some or the other new things which could help the organisation to improve the quality of work that is being processed.
• Employee relation: Employee relation building effective relationship with the employees is another important function performed by the hrm of tesco. Such kind of activity helps in developing trust among the employees which motivates the employees to help organisation to attain its targeted objectives and goals (miles, et. Al., 2010).
• Compensation management: Keeping eye on the performance and providing compensation on the basis of performance is another important function of hrm. Compensation is performance based which requires proper analysis of the performance of employees with the effect of which employees could get motivated and work more hard to attain organisational goals.
• Safety and security: Safety and security of the employees matters a lot for the organisation. Any breach in the safety and security of the employees could affect the image and could lead to penalise the organisation. Hence, it becomes necessary for the hrm of tesco to ensure that workforce should remain safe and all measures should be taken regarding the safety and security of the people working in the organisation (tayfur, 2013).

1.3 Evaluate the role and responsibility of line managers in your organisation and how it supports human resource management functions.

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:

• People management: workforce working in the organisation is managed by the line manager of tesco. He looks after each and every person working at the workplace and ensures that they could be managed in an effective manner.
• Managing operational cost: cost that incur in the operations of tesco is managed by its line manager. He ensures that operation cost could get reduced by eliminating the waste. People are managed according to the requirement of the organisation and are being hired accordingly, line manager evaluate the requirement of workforce at workplace and help organisation to manage the hiring process which helps in managing operational cost.
• Monitoring work processes: work processes are being monitored by the line manager as he a direct contact person of employees so; work done by them is also being managed by the line manager. Line manager helps hrm to monitor the work process and evaluate the performance of the employees working at workplace (saini, 2013).
• Checking quality: quality of work done by the employees is being checked by line manager which help in gaining the information regarding the person providing quality work and the one who is not providing quality work. This helps hrm to evaluate the need of training and initiate the training for the employees in need.
• Performance appraisal: with the help of checking the quality of employees performance of the employees is evaluated by the line manager on the basis of which hrm of tesco provide appraisal to the employees for effective performance.
• Training, coaching and guidance: employees working under line manager are trained by him, coaching is provided to them and proper guidance to perform effectively is provided to them so that they could work more effectively at workplace and help the organisation in attaining its goals and objective (chan, et. Al., 2012).
• Recruitment and selection: recruitment and selection is also done by the line manager. Line manager keeps the eye on the requirement of workforce in the organisation and initiate the recruitment and selection process accordingly.

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.

1.4 analyse how legal and regulatory framework impact on human resource management.

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).

Task 2

2.1 Analyse the reasons for human resource planning

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:

• Planning human resource helps the organisation in dealing with the high volume. Bulk work could be reduced with the help of human resource planning by tesco (cascio, 2013).
• Employee turnover ratio could get reduced with the help of human resource planning.
• Human resource planning also helps in controlling the labour cost. Managing the human resource and planning them according to the requirement of the work helps in eliminating the waste cost or unnecessary cost due to which labour cost gets controlled.
• Reservoir of the talented people also gets created with the help of human resource planning. It includes hiring talented people at the workplace and helps in choosing the most efficient workers with the effect of which reservoir for the talented people gets created (nankervis, et. Al., 2013).

2.2 Outline the stages involved in planning human resource requirements.

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:

• First stage of the human resource planning of tesco include gathering information related with the objectives of the organisation. Proper analysis of the objectives of the organisation is being done by the human resource management of tesco.
• Second stage is to determine the inventory of the human resource. Determining the inventory of tesco is not just simply counting the heads available but cataloguing the present and future potentials. Human resource inventory of tesco is divided into managerial and non managerial categories.
• After determining the inventory hrm of tesco forecast the demand and supply of the human resource. Demand forecasting of tesco involve tracing the employment trends for at least five years, identification of the replacement needs due to retirement, resignation, death or termination.
• Fourth stage is to analyse the man power gaps present in the organisation. Man power gap is determined by tesco by using the forecasting method.
• Fifth stage includes formulation of the action plan. Action plan helps the hrm of tesco to work systematically and fulfilling the requirements of the workplace.

Sixth and last stage is to monitor and control the plan (kirac, 2011).

2.3 Compare the current recruitment and selection process in the organisation with another organisation.

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:

• What are your life’s goals,
• What is your main motivation in applying for this role,
• If you were to be anything in life what would it be,
• Tell me about your last 4 jobs (they needed 4 jobs to apply).

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.

2.4 Evaluate the effectiveness of the organisation recruitment and selection techniques with other organisation.

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).

Task 3

3.1 Assess the link between motivational theory and reward at virgin media

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).

3.2 Evaluate the process of job evaluation and other factors determining pay at virgin media.

Job evaluation process at virgin media:

• Determining the objective to evaluate the job at the workplace
• Analyse the job at workplace

• Job description
• Job specification

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.

• After availing the job description and job specification next process is to evaluate the wages of the candidate. Certain factors influence the pay of an individual at virgin media.

• Legal considerations related with the wages of the employees
• Union membership of the organisation
• Policies of the company related with the pay of candidates
• Equity
• Virgin media also avail the pay on the basis of individual’s performance.

• And at the last employees are to be classified. This classification helps in determining the pay and the position for which an employee is eligible at workplace (nankervis, et. Al., 2013).

3.3 Assess in different contexts (for e.g. Attracting talent, retention, and motivation) how effective is the reward system at 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.

3.4 Examine the methods virgin media use to monitor employee performance.

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:

• Taking the reviews of employees on weekly basis. Taking reviews from the employees will help virgin media to gain proper set of information regarding the work performance of the employee and will help in making decision of whether to provide training to the employee or not.
• Taking a round on the desk of the employees to check the work they are processing. This type of activity helps the manager to gather information regarding daily productivity of the employees. It also helps in building effective relationship with such activity manager will have some talk with the team which will help in developing effective relationship between the manager and employee (safaa al-hamdani, 2014).
• Having a one on one discussion with the employees to gather the information regarding issues they are facing at workplace. One on one discussion helps in relaxing the employees with the effect if which they share their work related issues and problems faced by them. This helps the management in bringing solutions to the issues and problems faced by the management to the employees which helps the employees to work more comfortably at workplace.
• Evaluating the performance of employees with the help of quarterly progress report. Quarterly progress report helps in providing appraisal to the effective performer with the effect of which other people working at the workplace gets influenced to work more hard which helps in improving the productivity of the organisation as well as bringing quality to the work which is being processed at the workplace.
• 360 degree method is used by virgin media in which reviews regarding the behaviour of an individual are taken by his colleagues, manager, team leader, customer and friends. This helps virgin media to appraise the right person and to make a clear picture regarding the behaviour of an individual working at the workplace. 360 degree method is a very effective method as it avails the information from every individual working at the workplace and helps in making correct decision regarding the effective performer at the workplace (piccolo, et. Al. 2010).

Task 4

4.1 Identify the reasons for termination of faisal’s employment contract with the chicken master and generally explain the reason for cessation of employment.

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.

4.2 Describe the employment exit procedures used by the chicken master and another organisation of your choice.

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:

• Management of the chicken master must get informed before the exit of an employee
• Valid reason should be provided by the employee so as to authenticate the exit process (doherty, et. Al., 2014)
• Written application mentioning the reason should be approved by the management of the chicken master
• Management of the chicken master will analyse the previous dues of the employee before approving the application.
• After getting the approval from the management leaving employee will have to serve a notice period of 1 month
• After this process he can leave the organisation, but it is necessary that an employee should ensure that he should not take any asset of the organisation with him.
• On the other hand tesco have different employee exit process. This process includes:
• Employee will have to visit online website of the organisation
• After that employee will have to click on the e-exit button so as to ensure his exit from the organisation (miles, et. Al., 2010)
• Then management will approve the exit of the candidate after analysing the pendency of work and dues of the employee
• After that employee will have to serve one month of notice period for the organisation
• And then he can leave the organisation

4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements with an organisation such as the chicken master if faisal’s claim was proven to be true.

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).

Conclusion

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.

References

Books
Cascio, w.f. 2013, managing human resources: productivity, quality of work life, profits, 9th edn, mcgraw-hill/irwin, new york
Nankervis, a.r., baird, m., coffey, j. & shields, j. 2013,human resource management: strategy and practice, 8th edn, cengage learning australia, south melbourne, vic.

Journals
Cabellero, c.l. and walker, a. (2010). Work readiness in graduate recruitment and selection: a review of current assessment methods. Journal of teaching and learning for graduate employability.
Chan, s.c.h. & mak, w. 2012, "high performance human resource practices and organizational performance: The mediating role of occupational safety and health", Journal of Chinese Human Resources Management, vol. 3, no. 2, pp. 136-150.
Doherty, L. & Norton, A. 2013; 2014; "Making and measuring “good” HR practice in an SME: the case of a Yorkshire bakery", Employee Relations, vol. 36, no. 2, pp. 128-147.
Kirac, F.S. 2011, "Publishing termination process in the event of scientific fraud: an important and controversial subject/Bilimsel yaniltma olayinda yayin sonlandirma sureci: onemli ve tartismali bir konu.(Publication Ethics/Yayin Etigi)", The Anatolian Journal of Cardiology (Anadolu Kardiyoloji Dergisi), vol. 11, no. 1, pp. 79.
Miles, A., Fleming, M. & McKinney, A.P. 2010, "Retaliation: legal ramifications and practical implications of discriminatory acts in the workplace", Equality, Diversity and Inclusion: An International Journal, vol. 29, no. 7, pp. 694-710.
Piccolo, R.F., Greenbaum, R., Hartog, D.N.D. and Folger, R. (2010). The relationship between ethical leadership and core job characteristics. Journal of Organizational Behaviour, 31(2?3), pp.259-278.
Safaa Al-Hamdani, "Termination and due process: a case study", 2014, Journal of the Alabama Academy of Science, vol. 85, no. 2, pp. 117.