Sample Dissertation On Human Resource Management

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION
TASK 1
1.1 Distinguish between personal management and human resource
management.
1.2 Asses the function of human resource management in contributing the
organizational purposes.
1.3 The role and responsibilities of the line managers in the human resource
management.
1.4 Analyse the impact of the legal and regulatory framework on human resource
management.
TASK 2
2.1 Importance of human resource planning in the organization
2.2 Stages involved in planning human resource management
2.3 Comparison of selection and recruitment process in Asda and Tesco
2.4 Effectiveness of recruitment and selection techniques of Asda and Tesco
TASK 3
3.1 Analyse the link between motivational theory and reward.
3.2 Evaluation of process of job evaluation and other factors determining pay
3.3 Assessing effectiveness of reward system
3.4 Examine the methods organizations use to monitor employee performance.
TASK 4
4.1 Reasons for cessation of employment with organization
4.2 Employment exit procedures used by different organizations
4.3 Impact of legal and regulatory framework on employment cessation
arrangements
CONCLUSION
REFERENCES
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INTRODUCTION
Human resource management refers to maximize utilization of
available limited skilled workforce. The main purpose of HRM is to make
effective use of existing human resource in the firm. Each and every
organization want to have more skilled people to make their company more
efficient than their competitors. In Human Resource Management,
employees are important assets for the company rather than building and
land. For any organization to function properly, it must have resource of
human resource, money and machinery. HRM includes, conducting job
analyses, determining and managing wages and salaries, providing benefits
and incentives etc. From this project human resource management and its
various aspects are described. The project further described about personal
management and the impact of the legal and regulatory framework on
human resource management(Mondy, nd Martocchio, 2016). And this project
also focus to identify their employees skills and employer rights at work
place. In this context human resource management is shown at the various
company in the UK.
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TASK 1
1.1 Distinguish between personal management and human resource

management
Personal management refers as a traditional approach of managing
people in the company while in human resource management is a modern
approach of managing people in the company. Personal management
includes the function of planning, organizing, and compensation of people
for the purpose of contributing to company and also motivates the
employees through its effective incentives plan and promotion so that
employee will fill more valuable to the company. In personal management
job design is done on the basis of division of labour. In early centuries,
human resource management was not popular then the employees were
taken care of by the personal management(Boxall, Purcell, and Wright, 2008).
It is a main part of management that deals with the process of
recruitment,hiring and compensation of the workforce to achieve the
organizational goals and objectives. In Tesco, personal manger is the head of
personal department. Manager performs both managerial and operative
functions of management. In this company personal manger provides
assistance to top management and also train the line manager.
Human resource management is a continuous process of managing
people in the organization for achieving desired goal and objective. HRM
assumes that people is very important and valuable part for achieving
desired output(Hendry, 2012). In HRM job design is done on the basis of
team work and employees are provided with more training and development
opportunities. Tesco offers a wide range of training and development
programme for employees across the business. The Tesco's strong values
guide the HRM in organization and help them deliver the core purpose to
create loyal and valuable customers(Mathis, and et.al., 2016). This company
success majorly depends on customer. Tesco is committed to upholding all
basic human rights. Respecting human rights is important to employer and
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responsible business partner. Tesco provide equal opportunities to employer
and also offers career opportunities without discrimination. Both human
resource management and personal management understands the role and
responsibility of a manger and both believe is getting right candidates for
right job at right time. HRM is a strategic function while in personnel
management is a routine function.
1.2 Asses the function of human resource management in contributing the

organizational purposes
HRM department of any organization is play a important role these
days as it helps in the achievement of the organizational goals and
objectives. Tesco define their objectives which they need to achieve within
the specified duration of time to meet their goals. So it become important for
HRM of the Tesco to manage all its employees in such a way that the
business achieves all desired goals and objectives within the specific time
period and the employees and workers of the organization have no conflict
with their goals and objectives(Dowling, 2008). This company insure that
their employees are well manage to meet the organizational goals while
achieving their personal goals and objectives.
The important and main function of HRM in any organization is to
recruit, select and train the candidates for the purpose of achieve higher
goals and objectives. It means finding the right candidates for the right job.
Each and every organization has certain goals and objectives to achieve
competitive advantage. The goal and objective of Tesco is to make increase
and maintain productivity so that their business get competitive
advantage(Avey, Luthans, and Jensen, 2009). Tesco is a large retailer in UK.
In this company, there have a big human resource function.
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In this organization function of the human resource must be involved at each
and every level of process. There are following function of the HR in the
Tesco company:
The HR of the Tesco always manage and evaluate the climate of the
organization and improve the relationship with the employees.
In this company HR is responsible for the formation of strategics planning
in relation with the legislation and the business strategy of the
organization.
The HR of the company offers appropriate information regarding
employees to be implemented in the process of decision making of the
HRM to the company.
In Tesco, HR department become more liable for attracting the new
employees.
The HRM functions of the Tesco perform as its important component as it
evolves the employees to become as considerable supporter to the
organization.
1.3 The role and responsibilities of the line managers in the human resource
management
The relationship between the human resource function and line
managers has been subject to a various of changes in recent times. Line
managers are those managers to whom employees have to report. The line
manager has a key role in managing and implementing the HR rules and
responsibilities(Bratton, and Gold, 2012). The human resource department of
this company has planed the specification of store line manager to guide the
employees working in their shops. In many organization line managers work
on the behalf of HRM and they are involved with many HR related tasks such
as shortlisted candidate for employment and interviewing candidate for
employment. Line manager insure that they can take correct decision to
support their employees in working in effective manner and are valuable for
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customers in their visit to shop. It is very clear that line manager is crucial if
the organization is to fulfil its desired needs for the employees. Line manager
in this company is responsible to manage various functions related with
human resource such as training and development, performance
management, motivation, performance appraisal, employee retention and
career planning. For the recruitment and selection process line manager
should handle the role and responsibility to advertise particular job(Bennett,
and Ho, 2014). In Tesco, training and development programme is a crucial
activity which is performed by line managers. Performance appraisal is a key
activity which is performed by line managers in Tesco, In this company line
manager is responsible for the shortlist some of the high performing
applicants to apply for the top management jobs. Role and responsibilities of
line managers can be listed below:
Line manager supervise their employee.
To determine and evaluate the strengths and weakness of the employees.
To provide valid feedback to employees regarding their work related
issues and other problems.
They provide proper information to the senior management about the
work process in organization.
Its play a crucial role in human resource department, to meet marketing,
financial, as well as operational targets.
1.4 Analyse the impact of the legal and regulatory framework on human
resource management.
In HRM, legal and regulatory framework is an important to protect the
employees from unfair discrimination in the organization. In Tesco, human
resource manager must be meet with all employment legislation. In any
organization employee relations are main body to ensure that the employees
are satisfied within the organization. This company has high deliberation for
thelegal and regulatory frameworks while carrying out miscellaneous human
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resource activities like,recruitment and selection, performance appraisal and
development programme(Guest, 2011). The most important element of the
legal and regulatory framework which is taken care by the human resource
department. The impact of the legal and regulatory framework provides a
safe and security for employees from unfair discrimination and other
problems in the organization. In this company all legal framework take care
of the rights and duties of employees and management within the company.
The main and crucial areas of regulatory framework, which has impact on
human resource department are sex discrimination Act, Equal pat Act, and
Disability Discrimination Acts. In work place, discrimination is a massive
issue that employees have to deal with on daily basis. In Tesco, all rules and
regulations are apply for all employees(Jackson, Schuler, and Werner, 2011).
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TASK 2
2.1 Importance of human resource planning in the organization

In order to ensure required employees in every department, it is necessary
to do human resource planning, so that exact present and future
requirement of people in organization can be forecasted on time. When
required human resource is present in very department, it ensures timely
achieving of organisation objectives. Efficient human resource planning also
helps to manage labour turnover.(Mondy and Martocchio, 2016. Further
efficient human resource planning helps in aligning organization objectives
with the number and type of staff required, as in this process assessment is
done whether objectives is achieved with the present staff or there is a need
to employ fresh talents. When present staff is enough then arrangements
and monitoring are done for their proper training and development which is
also a part of HRM planning. In recruiting new staff as planning is done
regarding the qualification to be required, salary package to be give, and
other terms to be included in offer letter, days and hours of training and
development to be completed for fresh talents, therefore it helps in avoiding
chaos and confusion in organization and saving of time in solving petty
issues of joining(Boxall, Purcell and Wright, 2008)
Apart from adhering to objectives of organization, personnel who are
engage in HRM planning also makes it ensure that recruitment procedures
also comply with federal state employment laws like for example to ensure
proper paperwork whether prospective employees are eligible to work in UK
organization. This can be ignored in simple personal management but
chances of it getting ignored in HRM planning is next to impossible as there
is a separate wing who are responsible for taking care regarding adherence
of these laws in planning stage.
HRM planning also monitored recent changes in employment trends
like for example if the employees are sensitive to frequent job changes, their
Job description should be such which will always motivate them to remain in
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jobs, no matter what also there is a specific need of people to be computer
literate in order to get themselves equipped with changing software of
companies and manage them according to their work profiles. Therefore the
planning managers makes assure that these demands are equally meet
(Hendry, 2012)
2.2 Stages involved in planning human resource management

While planning for human resource management makes ensure that right
people is assigned to right job and in right time. For that step by step
planning process is done so that above objectives are met on time. Steps
involved in planning of human resource are:
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Analysing organizational objectives: In analysing organizational
objectives adherence is to be given to each department like production,
marketing , finance, expansion and sales which gives exact idea regarding
work to be done in organization and specific personnel for each department
in achieving those objectives.
Inventory of present human resources: In assessing inventory of
present human resource judgement is done whether the requirements of
personnel for fulfilling objectives of various departments can be fulfilled by
present workforce or recruitments is required to be made. This can be done
by analysing potential of present workforce, their current performance and
potential(Dowling, 2008.)
Forecasting demand and supply of human resource: After evaluating
requirements of various departments and inventory of present employees,
the exact demand and supply of job profiles is reached in which personnel
required to be recruited through outside source matching job description and
specifications are specified(Bennett and Ho, 2014)
Estimating manpower gaps: It involves making estimation regarding
surplus and deficit where surplus results in termination and deficit represents
number of fresh recruits to be done. Basis of termination can be anything
ranging from decrease in employee performance to lowest time duration for
which they are employed. Further deficit can also be filled by positive means
by adopting training and development programmes for employees and
avoiding termination. Details to fill gaps are covered in next step of
preparing action plan(Jackson, Schuler and Werner, 2011).
Formulating the final human resource action plan: In preparing action
plan decision are made regarding filling up manpower spaces that is whether
positive approach is adopted in form of interdepartmental transfers, training
and development of existing staff or negative approach of termination and
employing fresh workforce is followed. The detailed action plan regarding
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each approach is prepared answering questions of how and when the
employments and termination has to take place(Schuler and Jackson, 2008.)
Monitoring control and feedback: After carrying out necessary
implementation programme, continuous monitoring process is done which
involves recording of fresh inventory of human resource which helps in
determining whether targets are met or not. Further comparison is done
between plan and its actual implementation to identify deficiencies and take
necessary actions as soon as possible so that there is no shortage of
employees in any department.
2.3 Comparison of selection and recruitment process in Asda and Tesco

Recruitment and selection process both are different, but goes hand in hand
as recruitment follows selection. Recruitment involves searching of
prospective candidates according to various job descriptions and inspiring
them to apply for same while selection involves hiring candidates among
those shortlisted. Different methods and means are adopted by various
organization for recruitment and selection procedures but presently
comparison is done between Asda and Tesco , both of them are growing
retail supermarkets of UK and requires greater management of manpower on
their part to met the expansion requirements.
Keeping this in mind, regarding recruitment process of Tesco, it tries to fill

the vacancy through its internal employees either by a move at the same
level or by way of promotion. If there is a need of recruitment the company
advertises same through its intranet websites. It also uses offline medium
such as radio, television, business magazines and local newspapers. Tesco
provide the facility to fill online application form on its official websites while
the selection procedures of Asda involves selecting advertising the
requirement on various career websites like Linkedln and taking the help of
recruitment firms like Remploy to attract and retain talented personnel. It
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provides online recruitment process. Their advertisement includes publishing
both seeking permanent employment and internship(Lengnick-Hall and et.al.,
2009).
As far as selection procedure of Tesco concerns screening of
applications is their most important part where well written curriculum
vitae(Cv's) are selected as per the job requirement , candidates who are
selected through their cv's are taken for an assessment in stores run by the
company's managers where various team working and problem solving
activities are given to candidates for solving. After this candidate who passes
the assessment part are called for interview process where line managers
are also a part of panel who makes sure that only those candidates gets
selected who best fit the job description. while recruiting candidates
internally, company follows an appraisal system where the present workforce
is promoted as per their performance which is evaluated by discussing with
their managers. While talking about Asda selection procedures it involves
short-listing of applications registered on company online recruitment
system by matching the required applications with job description. Here also
candidates are called in assessment centre called 'Asda Reality or 'Asda
Magic where they are being introduced to company's nature of working
where shortlisted candidates needs to show how there benefit can work in
providing greatest benefit to the company and final short-listing is
done(Harzing and Pinnington, 2010)
2.4 Effectiveness of recruitment and selection techniques of Asda and Tesco

When talked about a technique being effective, consideration is placed on to
the extent to which it is successful in fulfilling the purpose for which it is
undertaken. Taking into consideration the recruitment and selection process
of tesco it provides a surety in matching its employee requirement as it uses
every possible source for recruitment ranging from online to offline. Although
through radio, television and magazines can become expensive sometimes,
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it becomes a necessity to inform right people for concern vacancy. And as
right people are informed the selection and recruitment procedures are
completed on time without any delay. While recruitment procedures as
Tesco follows policy of training the internal staff, therefore it provides a
comfort level to employees that they are considered an important part of the
organization and they are motivated to further perform well as per their
changing job role which fulfils major purpose of selecting them.
As far as effectiveness of Asda selection procedures are concerned is
effective in the sense, as short-listing process is done on the basis of two
documents concerning job description and personal qualities mentioned by
candidates on their cv's, the required staff match it with there present
desired role which ultimately makes the selection process streamlined and
faster. However major drawback in terms of effectiveness in Asda selection
process can be delaying in getting appropriate candidate for the desired
profile, as it does not uses other distinct method of communicating their
personnel requirement through other offline modes concerning print media.
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TASK 3
3.1 Analyse the link between motivational theory and reward.

Motivation theory and reward are highly linked with each other(Ulrich,
2013). This company understand importance of employee motivation and
retention which come through employee engagement and planning process.
Many leaders have define different motivational theories at time to motivate
the employees of their organizations according to their experience over the
period of time. The most important theory that are famous in most of the
organizations are Maslows's hierarchy of needs theory. Tesco provide extra
benefits to there employee in the hierarchy of the organization to encourage
there productivity and employees(Jiang, Lepak, Hu, and Baer, 2012). This
company cover all the level of hierarchy of needs. Maslow's hierarchy of
needs theory helps in increasing the motivational level of employees working
within the workplace. This theory is important for the Tesco to help in
achieving the organizational goals and objectives and also motivate the
employees to work in best possible way. This motivational theory is link to
reward in the sense that employee can motivate through extra bonuses or
increased salary. This company can offer a quality related bonus on the basic
of person records and achievements(Lengnick-Hall, and et.al., 2009).
Physiological needs: These needs are the most basic needs for life
such as air, water, and food. Tesco provides special discount for their
staffs.
Safety needs: Tesco provides health care insurance, life insurance to
their employee and employer.
Social needs: As Tesco is a one of large retail company in UK it has
tie up with the wide variety of service sectors and also do various
range of charity program with the help of many social programme.
Esteem Needs: Tesco provide special bonus for working on holiday
and also give paid holiday of twenty one days.
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Self- actualization need: For these benefit employee have to work
with their full efficiency, dedication for a period of time and they had to
maintain it in the future.
Reward is a basic and direct strategy of human resource management.
Hence reward structure adopted at Tesco is highly effective in nature(Kang,
and Snell, 2009). So there is a direct link between reward and motivation.
Moreover rewards system is a good way to build the employees motivated to
achieve its goals and objectives.
3.2 Evaluation of process of job evaluation and other factors determining pay
Job evaluation involves judging worth of work done as per the amount of
compensation. The evaluation process doesn't fix the pay scale but evaluate
the work according to the present pay structure. While determining pay
different factors such as size of the organization, seniority and experience of
person regarding working in that profile, industry sector to which the
company belongs that is whether the offered pay is as per industry norms,
current profitability of organization and employee performance. While
evaluating these factors and judging about their effectiveness conclusion can
be drawn that these methods works as a really effective tool as by
evaluating employee current performance, bonus and incentives can be
decided and comparison of pay with other companies in same industry
assures the employee that they are not being exploited by there present
company. Further on evaluating various job evaluation process deficiencies
can be find out with present employees regarding what they accept from
their current job profile and suggestions that need to be implemented in that
profile for future satisfaction of employees. While evaluating different jobs
deficiencies on the part of employees are also identified, by providing them
the areas of their bottlenecks, that they need to cover up to ensure proper
performance(Kehoe and Wright, 2013)
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3.3 Assessing effectiveness of reward system
In an organization there can be various types of reward ranging from
financial in which employees are given extra pay, perks, bonus, commission,
pension arrangement apart from their fixed salary structure, social rewards,
where employees are appreciated by their seniors by words personally or in
front of whole organization. Further it can be organising a holiday package
for them or offering them a free training and development facility on behalf
of company.
The effectiveness of these rewards can be managed in terms of
increase in employment performance, change in their attitude regarding
work and staff turnover rates. On the whole it can be said that when revenue
of an organization is increased because there is an increase in performance
of an employee after reward it can be said that, the reward has worked in
favour of company and it can follow the same system of rewarding them.
Other positive factors include positive comments by employee regarding
their job profile and employer after reward disbursement. As against this if
there is a continue rate of absenteeism, vacancy and job refusal rates inspire
of rewards they need to be amended and changed as per the requirements
of employee and organization(Chew and Chan, 2008)
3.4 Examine the methods organizations use to monitor employee

performance.
To monitor and evaluate the performance is vital part in rewarding and
determining high performing employees(Collings, and Mellahi, 2009). So we
can say that reward is directly linked with employee performance. Good
employee performance is a important to business's success. Employees
perform within the Tesco according to their specified roles and
responsibilities. Organizations monitor performance of the employees over
the period of time to evaluate the strength of its workforce. Evaluation of
employee performance becomes crucial in Tesco where incentive based
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reward system is suitable. The monitoring of employee performance is highly
depends on the performance of organizational employees(Harzing, and
Pinnington, 2010). Tesco monitors the performance of their employees by
the help of proper feedbacks from the line managers and human resource
managers. Tesco use different tools to monitor the performance of their
employees(Erasmus, and Schenk, 2008).
Self- evaluation: The employee is given a form to fill, which will help
the employer to recognize the skill level of the employee and the
quality levels. In this if the employer can recognize the training needs
of the employee then the management will take valid actions to
arrange training and development session to fulfil their organizational
needs(Subramony, 2009).
360 degree Evaluation: This method is most used to monitor the
performance of employees. 360 degree performance monitoring
involves the direct reports, peers, customers and superior(Mello, 2014).
This can be considered as the best possible performance monitoring
method.
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TASK 4
4.1 Reasons for cessation of employment with organization

Employment can be terminated either by employee himself or by the
employer of his company. Depending upon the source of getting the
employment terminated that is whether it is by employer or employee there
can be different reasons.
Reasons of cessation by employer: When an employer cancels or
terminate an employee engagement it can be because of:
1. Reducing profits of the organization because of which investors has
pulled their hands in investing with the company, which necessitates them to
cut down its cost in the form of saving salaries on those employees who are
the reasons of lower profits(Gagn, 2009).
2. Absenteeism: The employee being irregular in his/her attendance or not
punctual regarding official working timings can provoke an employer to
terminate his employee(Erasmus and Schenk, 2008).
3. Attitude and Behaviour: If employees are not following the professional
code of conduct required by them in their workplace while dealing with their
fellow colleagues, interacting with their seniors, or dealing with their
customers. Apart from this they are stealing anything from the company or
using drug or alcohol in office hours can result in termination of their
employment.
4. Redundancy: This situation occurs when a particular profile is no longer
required for the working of an organization and people serving under this
profile are to be terminated on account of redundancy. While following this
procedure, employer gives sufficient time to employees to leave and give
them prior notice so that they can cover on account of employment
loss(Subramony, 2009)
5. Breach of contract: If employee works beyond conditions mentioned in
their employment agreement, employer may terminate their employment
specifying breach as of the major reasons.
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Reasons of cessation by employees: Apart from being fired, employees
on their own leave the organization on account of:
1. Resignation: which can happen because the employee is unhappy about
their current job profile, or they have found another job with better
remuneration or because of his/her migration from current working city to
another one or any other personal reason like any terminal illness or alike
factors(Mello, 2014)
2. Expiration of work contract: If there employment contract is for a
particular time period or is dependent upon fulfilment of certain conditions,
employee automatically needs to vacate the position.
Retirement: If employee attains age of getting retired, their employment
engagement automatically gets terminated(Chen and Huang, 2009).
4.2 Employment exit procedures used by different organizations

In order to formally terminate an employee engagement with the
organization various exit procedures are adopted, terms and procedures of
which vary from organization to organization. Sometimes it can be formal
which involves sending email to various authorities specifying reasons of
leaving and informal which can range from communicating through phone or
video calls which depends on nature of business. Proper exit procedures
include written letter from employee where he/she specifies reasons of
leaving and affected date from which he/she needs to leave. The same when
approved by concerned authority reaches to human resource department to
record it officially deciding upon the exit terms and finally concerned
employee who wants to leave the organization is given the
acknowledgement letter.
In this context exit procedures used by Alma Holdings Ltd includes informal
means which it has used in context of an employee which is on maternity
leave by informing her termination on account of redundancy. And formal
means are adopted in relation to some other employees who were serving
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the organization for past twelve years, by giving them notice and three
months salary(Collings and Mellahi, 2009)
While exit procedures adopted by Ax paris Ltd which is a famous ladies
fashion brand ranges from giving them giving them written orders to leave
on account of disciplinary reasons without specifying when and how the
breach has been occurred and informing employees regarding their
termination on phone calls. The major difference between the two exit
procedures are that in case of Ax paris Ltd, employees are not compensated
for left over holiday pay or any outstanding compensation standing on their
account.
4.3 Impact of legal and regulatory framework on employment cessation

arrangements
Not only legal and regulatory frameworks govern rules and regulations of
serving employment profiles but also serve a set pattern to be followed by
the organization in framing employment cessation arrangements. If any
breach is conducted on part of any party in form of violating the conditions,
it can be sued by the other party in court of law. The company should make
sure that if it is removing or dismissing any employee on there part, the
conditions of removing should not only satisfy the conditions mentioned in
offer letter but also fulfils related laws of employment and other general
contract laws like for example if an employee is removed on account of any
breach or stealing, that claim should be proved by the company on the basis
of evidence which is required by court of law. In whole the company cannot
go against legal and regulatory framework while terminating any employee
as this can lead to serious repercussions on part of company in form of
imposing fine and compensating for loss(Ulrich, 2013).
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CONCLUSION
With the present report it can be concluded that it order to manage human
resource of any organization effectively, proper planning from recruitment
stage is required. Apart from this HRM requires managing issues relating to
compensation, employees training and other issues they face while
discharging their duties. Furthermore how an organization reward its
workforce also play an important role in motivating them apart from other
methods of motivation. Not only the recruitment procedures they are also
several cessation procedures that need to be properly adhered to so that
unnecessary litigation and penalty on company can be avoided. Apart from
this an organization needs to have a proper exit procedures so that
employees know the proper structure of reporting in case of exit also. By
following proper entering and exit procedures an organization can maintain
its goodwill in market in eyes of other market players as well in eyes of
employees, so that efficient workforce can be retained and developed.
Proper human resource management is also a source of development of
organization as a whole as when people of organization works efficiently it
ultimately leads to benefit of organization as a whole. For this part of
management that is involved in human resource planning can take help of
various ancient theories giving them modern touch as per the latest
requirements. (Boxall, P. and Macky, K., 2009).
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REFERENCES
Books and Journals
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International Journal of Mobile Human Computer Interaction (IJMHCI), 2(3),
pp.31-43.
Boxall, P. and Macky, K., 2009. Research and theory on highperformance
work systems: progressing the highinvolvement stream. Human
Resource Management Journal, 19(1), pp.3-23
Boxall, P., Purcell, J. and Wright, P.M., 2008. Human Resource
Management.
Bratton, J. and Gold, J., 2012. Human resource management: theory and
practice. Palgrave Macmillan.
Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and
innovation performanceThe mediating role of knowledge management
capacity. Journal of Business Research, 62(1), pp.104-114.
Online
Heathfield, M.S., 2017. What is human resource management. [online].
Available through: <https://www.thebalance.com/what-is-the-human-
resource-department-1918141>.
Torrington, D., 2017. Human resource management. [Online]. Available
through: <http://www.bookdepository.com/Human-Resource-
Management-Derek-Torrington/9780273786634>.
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HUMAN RESOURCE

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1.1 Distinguish between personal management and human resource

1.2 Asses the function of human resource management in contributing the

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2.1 Importance of human resource planning in the organization

2.2 Stages involved in planning human resource management

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2.3 Comparison of selection and recruitment process in Asda and Tesco

Keeping this in mind, regarding recruitment process of Tesco, it tries to fill

2.4 Effectiveness of recruitment and selection techniques of Asda and Tesco

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3.1 Analyse the link between motivational theory and reward.

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3.4 Examine the methods organizations use to monitor employee

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4.1 Reasons for cessation of employment with organization

4.2 Employment exit procedures used by different organizations

4.3 Impact of legal and regulatory framework on employment cessation

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