The report has exhibited an understanding about the differences between the human resource management and personnel management with an identification of the environment for the employees. It has chalked out the various things like the status of the HR and its personnel department, a view about the departments with glancing to the clues like control practices, policies and reward as well.

Moreover, the company has been identified in terms of its familiarity with some substantial answers such as the goal of life, primary motivation and many more. Different mechanisms with an understanding have been attained where identification of cessations have also been achieved. 

Task 1:

1.1. Differentiate between personnel management and human resource management giving examples in two suitable organizations.

            As stated by Bratton and Gold (2012), the decision and the actions of HUMAN RESOURCE MANAGEMENT management has a directly impact on employees. It has been found that the employees are influenced or motivated by the management decisions. On the other hand the human n resource management is considered as a part of the organization. The basic activities of the human resource management are to manage the employees’ top increase the productivity and efficiency. The human resource department has different activities to manage the work place such as recruitment, employee management, and employee motivation and employee termination. As opined by Jiang et al. (2012, p.1265), human resource management has implemented the strategy to manage the effective use of the employee to achieve the goal of the organization. Kim (2012, p.258) stated that human resource management has implemented effective recruitment and selection process to recruit the employee. After that human resource management has arranged the training session to develop the skills of the employees. It has been observed that the every global company like Tesco follows the human resource management strategy rather than personal management strategy.

            On another hand, personal management is acted as more administrative way. The main aim of the personal management is to maintain the communication between the management and staffs. The personal management basically deals with the employees about the payroll, employment law and handling related tasks. It has been observed that competitor like ASDA follows the personal management strategy to manage their employees. As argued by Ehnert and Harry (2012, p.222), the activity of the personal management is very workforce centered whereas human resource works as a management. The personal management cannot identify the interest of the management. However, focus of human resource management is on individuals and requirement and potentials.

1.2. Assess how human resource management functions help your chosen organisation in achieving its purpose.

            Human resource management of Tesco has conducted different operations such as recruitment management, employee management, shift management, attendance management, leave management and payroll management. It has been noticed that the entire employee operation and performance of Tesco is depending on the activities of the human resource management. The human resource management has divided the activities in different segment such as recruitment process and employee management operation (Kaufman, 2012, p.61). In recruitment process, human resource management has taken the interview of the job seekers and recruited them in the organization. It has been found that human resource management has arranged the recruitment event once a year. After the recruitment process, human resource management has assigned them ion different designation. After recruitment process the aim of the human resource management is to manage the employees. The human resource management has developed shift management and payroll management to manage the employees in the organization (Muethelet al. 2012, p.526). The human resource management has implemented the training session to develop the skill of the employees. On the other hand, human resource management has implemented the employee motivational strategy to increase the employee performance and efficiency. Apart from that, human resource management has implemented the flexible shifting strategy to provide the employee satisfaction.

1.3. Evaluate the role and responsibilities of line managers in your organization or familiar organization and how it supports human resource management functions.

            As stated by Nica (2012, p.198), the organizations have recruited the line managers to look after the issues of the employees. The responsibility of the line managers are to communicate between the employees and higher level managers. It has been observed that the front line managers are in the lower leyers of the management hierarchy. The responsibility of the line managers are to carried out some responsibilities such as people management, managing operational cost, providing technical expertise, organizational work allocation, monitoring work process and monitoring work process, checking quality and dealing with customers.

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

             It has been observed that popular retail organization  Tesco has followed the employee legislation for managing the employees. As stated by Banfield and Kay (2012), the employee legislation is code of conduct which was developed by the government to protect the employees from risk in their work place. It has been found that human resource management of Tesco has followed the Employment Relation Acts of 1999 and 2003 to protect the employees from any kind of risk (Griffin and Pustay, 2012).  On the other hand the human resource management has followed the Sex Discrimination Act 1975 to protect the employees against the gender discrimination. The human resource management has followed the Equal Pay Act 1970 to maintain the same pay structure among the same team members (Flamholtz, 2012).

Task 2

2.1 Analyse the reasons for human resource planning

For analysing the topic let us first start with the definition of Human Resource Planning. It is defined as a procedure which will be identifying the future as well as the current needs of human resource to achieve its several goals. Human Resource Planning will be responding to the significance of the strategies of business resources and planning as well for ensuring the supply and accessibility of manforce number and their quality (Brewster and Mayrhofer, 2012). HRP will be acting as a link relating both the complete strategic plan and HRM of an organization.

Planning of Human Resource:

It will be assessing the needs of future and current requirement of the organization so as to find the total count of workers having the right skill, working at the right place and are present at the right time so as to help the company in meeting with their right objectives and aims (Hendry, 2012).

Stages for planning workforce:

  • The different stages included in planning of workforce include:
  • Auditing the current number of staffs
  • Analysis of the future number of workforce
  • Identification of any kinds of skill gaps
  • Implementation of the strategies for elimination of any gaps

2.2 Outline the stages involved in planning human resource requirements

Planning for human resource revolves making an assessment of the future and the current needs of the labour of some organization to receive the following information:

  • The actual count of workers
  • Right skill
  • Right place
  • Right time

And this will be helping the human resource team in meeting all the objectives as well as their aims.

Planning of Human Resource:

  • HRP moves with a planning detailing the following things:
  • For making an increment to the business volume
  • Alterations to the required sets of skill
  • Employee turnover
  • Controlling of labour cost

The Benefits of Human Resource:

The several advantages include:

  • Creation of talent team
  • Preparation of a team for future use
  • Contraction or expansion
  • Cost cutting
  • Succession planning

The planning process of human resource:

An organization is required to make a proper planning of human resource so that they can ably meet all the business objectives with a gain to the competitive advantages of the competitors

The HRP will be making a comparison of the organization’s present status with that of the future goals

Next it will be identifying the modifications and changes that are needed to be fetched so that it can be meeting all the goals of the HRM

The different stages included in workforce planning initiates with auditing the current status of workforce with analysis as its second stage. Here the future strength of the staff will be determined with both the supply as well as the demand of the labour supply. Next it will be identification of any kinds of gaps with the proper implementation of strategies in order to cut off any kind of gaps (Armstrong and Taylor, 2014). The current workforce can be assessed with the total number of employees in a functional area such as in human resource, finance, sales or operations marketing. Next the abilities and skills get analysed wit roles and tasks getting performed as per needed.

2.3 Compare the current recruitment and selection process in the organisation with anotherorganisation you recommending.

                        Recruitment: It is defined as a procedure with which individual candidates get attracted offering the right skills at the perfect time for application of vacant positions in an organization. An alternative for recruitment includes:

  • Outsourcing of the total number of labours
  • Reliant labour
  • Employees working as part-time
  • Employees performing as a full timer
  • Staff working overtime

                        The cost of selection and recruitment would be replacing the technical, supervisory and management workforces who can have their 50% salary share from the total salary afforded to the whole organization (Mendenhall and Osland, 2012).

                        When the Human Resource will be indicating the various necessities for the organizations and its additional labour, it will be offering several choices to select from. May be this can be taken as the initial step in the recruitment and selection process but at times, hiring more number of people all at the time does not makes a good decision to be taken for obtaining additional labour (Truss et al. 2012). Might be it will be the practical reason for some organizations to take into account the different alternatives for recruitment like contingent or outsourcing labour. If such affects a temporary fluctuation over the volume of work, then the easiest solution will be doing overtime by the employees who are existing, or working as part-time.

2.4 Evaluate the effectiveness of the organisation recruitment and selection techniques with anotherorganisation you recommending.

            Recruitment for TESCO follows a procedure with which individuals get attracted in enough numbers offering the right competency and have shown their level of expertise at the right point of time.

            The internal environment exhibits advantages where promotions are given to the employees who have strived to make TESCO at the top level with enough terms of motivational tools provided to each of them (Buller and McEvoy, 2012, p.44).

            However, as coin has its both side so its environment also consists of nooks that makes it that the organization lacks of enough creativity and innovative ideas with which they can fetch the best ever result in company wellness. Moreover, there exists more number of vacated positions which does not gets filled in that speed as promotions are been done. Jealousy comes as the other stiffness for which the company grading curbs down in terms of offering a suitable environment. As an employee gets promoted, the co-workers become all the more career oriented for which the promoted employee might not be getting enough support from his colleagues (Jiang et al. 2012, p.75).

Diversity in terms of Recruitment:

            A diverse manforce implies enhancement of creativity and thereof may be facilitating the expansion within the global markets. Recruitment must be generating more number of applicants from the largest varieties of individual where all the recruiters get trained for using the standards of the objectives. Making an inclusion to the disabled as well as minority employees within the ‘recruitment flyers’ ensure that the interviews and ads comes in bi-lingual language (Stahl et al. 2012). 

Task 3

3.1 Find the connection between rewards at virgin media and motivational theory, the answer must show the link that connects the two.

            Motivation is something that arouses and sustains the goal directed behaviour in a person. There are different motivational theories that help to motivate the employee to arouse and sustain their determination to achieve a goal. These theories are really helpful to the organizations as these helps to generate a quality performance by each employee of the organization.

            It has been observed in the past years that virgin Media who are the largest international cable company based in UK has a customer base of 4.49 billion till the first quarter of 2013and this has been possible for the quality performance of the employees (Hong et al. 2012, p.62). They believe that along with serving the customers, they also have to consider the satisfaction level of the employees to create a health work culture. They motivate their employees by creating a fun environment whilst they develop their career. Virgin media has successfully understood the link between a motivated employee and customer satisfaction. So they follow the Richard Branson’s that engage and motivate the employees leading to happy customers(Mendenhall and Osland, 2012). Virgin follows two dimensional reward procedures such as

  • Financial rewards
  • Non financial rewards

            Under the financial reward they include incentives, performance appraisal, bonus etc and under non financial rewards they include insurance, travelling allowances, accommodation allowance etc.

            Not only have they rewarded the employees for their good performances but they also believe in active participation of the employees in a particular project so that they feel motivated for getting the privileged presence among their team members. From the above observations, we can clearly state that the reward concept in Virgin Media is highly inspired and designed basing on the model of motivational theory.

3.2 Compare- the process of job evaluation and other factor deterring pay at virgin Media

            Before understanding the value of the job, it is important to understand and analyze the job. The analysis is important because it helps to prepare the job description and job specification. Now the question is what is a job description? Job description is nothing but a statement that contains the following items like

  • Job title
  • Job summary
  • Job location
  • Duties
  • Equipments, tools and machines
  • Forms and materials used
  • Supervision given and received
  • Working conditions

            The next query arises about what is job specification? It is a list of candidate qualification required for a specific job such as

  • Education qualification
  • Experience
  • Initiative
  • Physical effort
  • Responsibilities
  • Communication skills and emotional characteristics

            With the help of job description and job specification one can easily complete the job evaluation which is a process of analysing and assessing different jobs in a systematic manner to determine their relative worth in an organization(Buller and McEvoy, 2012, p.44). This process has a huge importance as it helps to rate the job’s criticality and depending on that the salary or the pay scale is determined. There are different methods of job evaluation such as

  • Analytical method

Point ranking method

Factor comparison method

  • Non analytical method

Ranking method

Job grading method

            It is noticed that virgin media follows a combination of the four method in which they evaluate the job on ranking basis plus the severity and the job responsibilities. After gathering the required points they evaluate through factor comparison method so that they can design a well calculated salary for their employees which can satisfy and sustain them in the company(Mendenhall and Osland, 2012).

3.3 What are the different contexts used for making the reward system effective by virgin Media?

            To set a reward giving strategy it is important that the company should first set a goal for their employee so that they can determine the achievements of the employee and reward him for his hard work. Setting up goals also helps to create useful framework that motivates the employee to perform well. It not only helps the management to scrutinize the performance of the employee but it also helps to monitor the performance of the organisation (Hong et al. 2012, p.63). So, we should first know what is goal? Goal is nothing but a desirable objective and to achieve it the employee need self-efficacy i.e. the desire to accomplish a goal even if the person has faced failure in the past.

            As goal is the source of reward this gives the employees the motivation to enhance their performances. Once their skills and talents are acknowledged they feel good and long to stick to the organisation which actually helps the company to retain the employee in the organization.

            In the case of Virgin Media it is found that they offer attractive rewards for achieving the set targets. They not only gives their employees good rewards but also offers a good salary during joining and after appraisal along with some amenities in the office campus which motivates the employee to work well and stay with company for longer period.

3.4 Examine the methods Virgin Media or your chosen organisation use to monitor employee performance.

            Before declaring any kind of reward the company has to chalk out some strategies and set targets for employees achieving which can bear fruitful awards to the employee.

            It has been discovered that Virgin Media follow certain ways to implement the reward system. They first try to link up the performance and rewards as because the employee perception works well when there is a link between the pay and performance results. They also follow a flexible rewards and participative pay system where the employee gets the opportunity to choose the best combination of benefits which best suits them (Hong et al. 2012, p.63). Also they involve the employees in designing the corrective rewards and compensation with set targets. The combination use of the method satisfies both the employee and the employer as it benefits both the parties.

            Though they involve the employees to design the reward system but they never disclose the pay outs to the employee like their salary, percentage of appraisal and other compensations as because the pay outs may differ from employee to employee. Moreover, the pay outs also differ depending on the work location and cost of living if the employee has to reside overseas. All these prudent decision has made Virgin Media a good place for the employees to work where they get chances to excel their skills with proper acknowledged(Mendenhall and Osland, 2012).

Task 4

4.1 Why Faisal was terminated from The Chicken master and explains in general the reasons for cessation of employment?

            Faisal was a 54 year old male who was appointed as a manager of The Chicken Master who was allotted the responsibility to look after the store in absence of Bob Jones the owner of the company. But instead of performing his duty he was not performing his duty and violating the company rules and regulation. It was found that the kitchen was not cleaned, the food was not prepped and the employees were not being monitored and supervised (Hong et al. 2012, p.65). Moreover, he often took time off for his personal work during the business hours. He used to help her wife and help her daughter completing her homework. One day when Bob was on his surprise visit and found that Faisal was watching pornography and spend lots of time after it. So it made Bob offended and he was forced to terminate Faisal immediately(Mendenhall and Osland, 2012).

Cessation of employment:

            Cessation of employment means termination of an employee from his current post due to severe misconduct by the organisation. There are couple of reasons for cessation of employment and they are

  • Resignation
  • Retirement
  • Redundancy
  • Death and
  • Dismissal

            Dismissal occurs when the employer ends the contract of the employee in a fair method.

Types of Dismissal:

  • Fair dismissal
  • Unfair dismissal
  • Constructive dismissal
  • Wrongful dismissal

            However a dismissal is fair or unfair can only be judged depending on the situation, reason for dismissal and what the reaction of the employee to the dismissal is.

Constructive dismissal:

            It happens when the employee is dismissed from his post for breach of contract. Here the employee can claim his money if the salary is deducted without a mutual agreement or unlawfully demote them or harass them or intentionally increase their workload, or change the work location or make the work in a risky condition(Jiang et al. 2012, p.75).

Fair dismissal:

            The reason of dismissal should be fair and justifiable. The reasons given should be valid. The organisation should clearly mention the disciplinary rules and regulation in writing and if it not done the employer might have to pay compensation if it is ordered by the tribunal.

4.2 Define the employment exit procedure that is practiced by the Chicken Master

            In The Chicken Master the employee exit procedure is not exactly defined. The employer believes in retaining his employees and trusts their potentiality so he blindly gives the responsibility to his employees(Buller and McEvoy, 2012, p.44). But in case of Faisal he was forced to dismiss him from his post as he was found breaching his contract of employment as it was clearly mentioned in the contract that employee cannot use company equipments for personal use. So the employer has terminated him immediately.

            It has been observed that the competitors of The Chicken Master like KFC and subway follow a better approach in employee exit procedure (Jiang et al. 2012, p.75). In similar cases they have first given a verbal warning to the employee and on continuation they have to ask the employee to give show cause in writing and then written warning and finally terminated from the post with immediate effect (Hong et al. 2012, p.67). These approaches of theirs keep them away from getting involved in a legal procedure which not only saves their reputation in the market as an employer but also save their money from paying irrelevant compensation.

            This infarct is the proper way of dealing a cessation of employment so that the employee is left with no grounds of legal action to taken. Every organisation is seen to follow a particular strategy for casement of employment which keeps everything clear.

4.3 What is the impact of the legal and regulatory framework on employee cessation procedure of The Chicken Master?

            Dismissal is the last option to be opted for. An employer should try their best to bring back their employee to work if the employee is seriously ill. The employee should obtain the medical report of the employee from the company’s GP after taking the permission from the employee and the employee even have the authority to check the report before it is submitted (Jiang et al. 2012, p.75). Also the company can arrange for occupational health assessment or any other alternative if the employee is physically challenged.

Procedure to be followed in dismissal:

  • While dismissal one should act fairly and consider his case with sensitivity.
  • The procedure of dismissal should follow the rules and regulations defined in the ACAS (Advisory conciliation and Arbitration services) or the code of practice or labour relations Agency (LRA) code of practice in Northern Ireland(Armstrong and Taylor, 2014).

            While observing the case of The Chicken Master the impact of the regulatory rules and regulation is that they might have to end up paying a huge compensation to the employee if he is proved correct. In this situation the compensation can end up to 25 % for unreasonable failure (Armstrong and Taylor, 2014).

            According to employment rights act 1996 the employee have the full right to claim compensation for unfair dismissal. It also gives the employer the opportunity to lay down the proper disciplinary and grievance procedure(Armstrong and Taylor, 2014).


            From this complete report we can see the different observation and findings of different companies that have given us an insight about human resource management. All the reports are collected from various companies and the findings are made on that, such as in the first case we have considered the report of Tesco by which we can understand the basic differences between human resource management and personal management. Their human resource planning has clarified the concept of human resource and the importance of it in an organization (Buller and McEvoy, 2012, p.44). Next we have considered the report of virgin media and understood the importance and the effects of reward and employee appraisal in an organisation. And last we have considered the report of The Chicken Master and got clear concept of cessation of employment which plays a vital role and should be defined in writings. From this complete report we can conclude that for a smooth functioning of the company HRM plays an important role (Hong et al. 2012, p.63). A simple error can put the company in a serious legal problem. So keeping the sensitivity of the HRM it should be handled with calm and stable mind for making correct decision. HRM alone is responsible to maintain a healthy environment with the organisation along with meeting up all the employee grievances and dissatisfaction with proper security monitoring.

Reference list:


Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice.Kogan Page Publishers.

Banfield, P. and Kay, R., 2012. Introduction to human resource management.Oxford University Press.

Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.

Brewster, C. and Mayrhofer, W. eds., 2012. Handbook of research on comparative human resource management.Edward Elgar Publishing.

Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and applications. Springer Science & Business Media.

Griffin, R.W. and Pustay, M.W., 2012. International business.Pearson Higher Ed.

Hendry, C., 2012. Human resource management.Routledge.

Mendenhall, M.E. and Osland, J., 2012. Global leadership: Research, practice, and development. Routledge.

Stahl, G.K., Björkman, I. and Morris, S. eds., 2012. Handbook of research in international human resource management.Edward Elgar Publishing.

Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management.Oxford University Press.


Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review22(1), pp.43-56.

Ehnert, I. and Harry, W., 2012. Recent developments and future prospects on sustainable human resource management: introduction to the special issue. Management revue, pp.221-238.

Hong, E.N.C., Hao, L.Z., Kumar, R., Ramendran, C. and Kadiresan, V., 2012. An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis. International journal of business research and management3(2), pp.60-79.

Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review22(2), pp.73-85.

Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal55(6), pp.1264-1294.

Kaufman, B.E., 2012. Strategic human resource management research in the United States: A failing grade after 30 years?. The Academy of Management Perspectives26(2), pp.12-36.

Kim, S., 2012.The impact of human resource management on state government IT employee turnover intentions. Public Personnel Management41(2), pp.257-279.

Muethel, M., Gehrlein, S. and Hoegl, M., 2012. Socio‐demographic factors and shared leadership behaviors in dispersed teams: Implications for human resource management. Human Resource Management51(4), pp.525-548.

Nica, E., 2012. Driving Forces for the Professionalisation of Human Resource Management in Europe. Economics, Management, and Financial Markets, (4), pp.197-202.

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