Task1

1- Definition of Human Resource management and personnel Management

Human Resource Management (HRM) is the sum total or aggregate of inherent abilities,
acquired knowledge and skills represented by the talents and aptitudes of the persons employed
in an organization The establishment and application of policies and procedures for the
procurement, deployment and maintenance of a public organizations workforce. (Gilbert Siegel
and Robert Myrtle, Public Personnel and Administration: Concepts and Practices).
According to Michael Armstrong (2001) HRM is A strategic and coherent approach to the
management of an organizations most valued assets: the people working there who individually
and collectively contribute to the achievements of its objectives.
Lloyd and Byers (1984) sees HRM as the aspect of management which is concerned about
getting the right people or employees in the right place at the right time and ensuring that they
work effectively.
According to J. M. Ivancevich (1998), Human resource management is the effective
management of people at work: Human resources management examines what can or should be
done to make working people more productive and satisfied
There are many definitions of HRM given by authors but as a working definition, HRM can be
defined as the practices of ensuring people within the organization are working towards
achieving expected result.
Personnel management is that field of management which has to do Personnel management is
that field of management which has to do with planning, organizing, and controlling various
operative activities of procuring, developing, maintaining and utilizing a labor force in order that
the objectives and interest for which the company is established are attained as effectively and
economically as possible and the objectives and interest of all levels of personnel and community
are served to the highest degree. M. J. Jucius
2- Different function of HRM (link with pink bury)
Human resource management functions are both general and specific. These functions refer to
those tasks and duties that are performed in the organisations to provide for co-ordination:
Generally we may identify the following major functions:

 Recruitment and selection

Human resource planning.
Training and development
Compensation and benefits (i.e. salaries and wages administration)
Safety, health and welfare
Employee and labor/industrial relations
Performance appraisals
Human resource research.
Pinkberry human resource management exercises the same functions. With 300 staff worldwide
the company has got to use these functions in order for staff to feel confident about working
there and also for job seekers who matches the qualification required by pinkberry to get a
chance to work there.
3- Evaluation of the roll and responsibilities of line managers in HRM
A line manager is someone who is responsible and direct related to teams management within
organization.

He supervises workers and report to senior management issues related to

performance appraisal and conditions of work. A line manager plays an important role in an
organization. He is directed related to employees in their day to day activities. He knows
employees more than senior management and he is the best person to include the organization
culture in them. He spends more time with them so his attitude and competence towards work
can easily affect employees motivation either positively or negatively. Management uses to
focus on line managers appreciation to appraise employees during evaluation period. Employees
performance can truly be accessed by line managers. They handle the evaluation and the manner
in which they do it can make it more credible. On the other hands line managers are also
responsible for discipline. He finds the best way to put in practice the rules of the organization.
Though the HR managers design the organization handbook, it implementation relies on the line
manger. This is the reason why line managers do not joke with rules because they loose control
on employees when they do not act according to the normal procedure.

Task2
1- Analyse the reasons why HR planning is important
In order to gain competitive advantage in this word competition through globalisation,
organisation must focus on the human resources. The organization must identify how to manage
employees strength, weaknesses and the existing needs as well. It enables the adjustment of
changes with needs. All this process is done through human resource planning (HRP). Human
resource planning also referred to as manpower planning may be considered as a strategy for the
acquisition, utilization improvement and retention of an organizations human resources. HRP at
the beginning takes into consideration a lot of in formations. Gathering all this informations
helps to have an idea of what will happen in the future and failure can be avoided.HRP also helps
managers in decision making. Information collected is used to achieve oriented goal of the
Organization.
2- Then state the Stages involved in HR planning
Conducting job analysis to establish the specific requirements of individual jobs within
the organization.
Forecasting the human resource requirements is necessary for the organization to achieve
its objectives.
Developing and implementing a plan to meet these requirements.

3- Compare how recruitment and selection is done in Pinkberry and compared to Tesco
At Pinkberry, there are different types of positions. For instance the recruitment of a team
member is done independently by each franchise and through job seeking website. The selection

for this type of position is based on the applicant having a good attitude and smile. For other
positions like general manager and senior manager, selection is done at the head-quarter or in
stores based on the person related experience. They are generally recruited from competitors or
from advertisement.
At Tesco, workforce planning is done to establish the likely demand for new staff. They are also
different work levels in Tesco and each level requires a set of skills and behaviour. At Tesco, the
recruitment process varies depending on the job available. Tesco uses internal and external
recruitment to advertise job vacancies. The first step of the selection process is the screening of
CVs to find the best fit for Tesco. Successful candidate are invited to an interview. Those who do
well at the interview attend assessment centre and successful candidates from the assessment
centre are invited for a second interview. After that interview, a letter of offer and contract is sent
to the chosen people.
Recruitment and selection in Tesco is more rigorous than in Pinkberry and this may be due to the
size of both companies.

Task 3
1- Discuss the link between motivation theory and Reward management

Motivation is the process by which the behavior of an individual is influenced by others, through
their power to offer or withhold satisfaction of the individual's needs and goals". (BPP Learning
Media, 2010).In regard to reward, it is employees achievement while their performing their
duties. There are two type of reward: financial when employees receive money for the job done
or non financial when it comes in term of promotion or praise. The link between motivation and
reward is so high that many others had written about it. When we consider Maslow theory of
motivation, workers motivation does not come with their financial situation. It is more about
their treatments at the work place and the work environment. Once these aspects are covered
according to Maslow, employees become more motivated to achieve goals. In addition to
Maslows opinion, Herzbeg focuses on individual needs (hygiene factors and motivation factors)

while he also believes money is not the source of employees motivation. Furthermore McGregor
comes in with his theory X and Y. X is meant for lazy employees who do not like work even if
they have the ability while Y is there for those who want quality job opportunities. According to
McGregor it is no more about the job itself but the kind of people is what matters. On the other
hand, McClelland says workers should be empowered to fulfill their basics needs. Most of the
time, big organizations use all these theories to manage their staff by using tangible and
intangibles gift to motivate employees.

2- Evaluate the process of job evaluation and other factor that can determine pay.
"Job evaluation is a systematic process for defining the relative worth or size of jobs within an
organization in order to establish internal relativities. It provides the basis for designing an
equitable grade and pay structure, grading jobs in the structure and managing job and pay
relativities."(Armstrong, 2006).
A job evaluation can be defined as a manner by which jobs are to be compared within an
organization. A job evaluation is done to determine the pay structure of the company. For
example a front desk employee cannot aspire to earn more than a simple manager. Job evaluation
is not job analysis where information is gathered about a particular job. It rather starts with it to
end where the pay that goes with the job is settled. Job evaluation and reward management are
highly related due to the relationship between input made and the reward. Managers must decide
a fair salary according to the duties performed.
Factors that determine pay
Personal perception of wage: perception plays an important role when an employee is evaluating
his or her salary. What employee A receives might not be good for employee B even though it is
still the same amount. It all depends on the person ability to appreciate. Perception affect
someone opinion when deciding to take a job.
Cost of living: another factor is the cost of living. In fact it is one of the most important factors to
take into consideration. Salary related to the cost of leaving determine the purchase power of the
employee. If it does not help the probability of employee staying for long is low. As soon as he
or she gets another opportunity the person start thinking about quitting.

Government legislation: Labor policies designed by the Government seriously affect

organization pay structure. Employees are not supposed to earn less than the regulation of
government because government took into consideration every informations to ensure that there
is fair pay for equitable job.
Ability to pay: the role of labor unions is to protect employees rights. They fight on their behalf.
Most of the time they place a request an increase of salary especially when they realize that the
organization is making profit. However, supply and demand are very crucial in determining
workers salary. When the organization does not have ability to pay, employees are exposed to
leave for better situation.
3- Assess how affective different reward system is
There are two major categories of reward: extrinsic and intrinsic.
Extrinsic reward is gift given to employees
Bonuses: given periodically, bonuses contribute to boost employees motivation. It enables
employees to work hard and get a result more than expected. Managers now have the
responsibilities to avoid boyars. There is no fixed bonus .it basically depends on the organization
ability to pay.
Salary raise: workers see their salaries increased after being committed to achieve result or after
adding value to him by getting another certificate. It is good in the sense that it also motivates
others to do so.
Promotion: promotion is a gift that has long term benefit. It importance is due to redundancy and
routine. It is be done by transferring the employee from one position to another with more
responsibilities. By doing so, employees give their best to improve more.
Intrinsic rewards simply focuses on personal satisfaction.
Information / feedback: Also a significant type of reward that successful and effective managers
never neglect. This type of rewards offers guidance to employees whether positive or negative
(guidance to the correct path). This also creates a bond and adds value to the relationship of
managers and employees.

Recognition: Recognition is done by a written letter to congratulate employee. It is often done in

the normal process.
Trust: trust is an important issue within an organization. It consolidates the relationship among
workers and it enables employee to have the sense of belonging.

4- What method can be used to monitor employees performance?

Performance Appraisals can be seen as the evaluation of individuals performance. Employees

performance is evaluated according to factors like input made, knowledge, initiative, leadership
and skills. On the other hands the evaluation is done according to attitude at the work place.

Manager Appraisal: A manager appraises the employees performance and delivers the appraisal
to the employee. Manager appraisal is by nature top-down and does not encourage the
employees active participation. It is often met with resistance, because the employee has no
investment in its development.
Self-Appraisal: The employee appraises his or her own performance, in many cases comparing
the self-appraisal to managements s review. Often, self-appraisals can highlight discrepancies
between what the employee and management think are important performance factors and
provide mutual feedback for meaningful adjustment of expectations.
Assessment Center: The employee is appraised by professional assessors who may evaluate
simulated or actual work activities. Objectivity is one advantage of assessment centers, which
produce reviews that are not clouded by personal relationships with employees
360-Degree or Full-Circle Appraisal: The employees performance is appraised by everyone
with whom he or she interacts, including managers, peers, customers and members of other
departments.
Task 4

1- Reasons why employment may be terminated within an organisation like Pinkberry

Employment within an organisation like Pinkberry may be terminated for the following reasons:
- Inadequate job performance
Employee is not able to meet his/her target. Not able to deliver part of the work entrusted to
him/her.
- Business conditions
Difficult business conditions like economic recession can affect business turnover and profit. As
a result business may want to lay off staff in order to cut costs.
- Unacceptable behavior
Sexual harassment, insubordination, disrespect; everything that goes against the companys code
of ethics.
- Absenteeism
An employee who misses work frequently or is habitually late negatively affects your business's
productivity and can place an unfair burden on your other workers.
2- Describe the employment exit procedures for Pinkberry and large Organisation
Employment exit procedures in large organisations are generally the same.
- Retaining methods: Giving leave options, offering a better compensation.
- Exit interview: If the employee wishes to leave even after the managements retention
offer the employee will have an exit interview with store manager and then personal
manager.
- Understanding the reason of leaving.
- Checking work stress.
- Referencing: Giving him/her all the required documents and reference letter for the next
job.
- Payment In lieu of notice: having his dues cleared in full but if any share options given to
him.
- Return of property: Employee need to return all the Uniforms and Personnel protection
equipment (PPE) given to him/her by the company.
- Pension arrangements on leaving: if employee is entitled for this he/she receives it.
NO INFO ON PINKBERRY
3- The impact of the Legal and regulation framework on HRM
Companies have been asked to diversify their workforce, something there were not keen to. With
the age discriminatory act 2006, companies must make sure older people are treated fairly. Also
persons with disabilities, minorities, immigrants, single mothers, etc who were all stigmatised
before have now the opportunity to showcase their in environment which is progressively
changing. With the equality act 2010, companies are not allowed to discriminate people based on

the sex, age, and race. All these laws have really affected the way HR functions in organisation
concerning recruitment and relationship with employees.
References
http://smallbusiness.chron.com/termination-employment-reasons-2899.html
http://businesscasestudies.co.uk/tesco/recruitment-andselection/conclusion.html#axzz3WngJzXkk
http://www.slideshare.net/Mishkan/pinkberry
LSBM Lectures
http://www.uniassignment.com/essay-samples/business/tesco-hrm-and-its-evolution-businessessay.php
http://smallbusiness.chron.com/responsibilities-line-managers-hr-35205.html

http://www.ukessays.com/essays/business/link-between-motivational-theory-and-reward-businessessay.php#ixzz3W41DdNs8

http://www.hrworld.com/whitepaper/16-ways-to-measure-employee-performance/