INTRODUCTION
Human resource management is a process of hiring and developing the employees for the growth and success of company. It is a kind of function which is designed for increasing the performance of employees in order to achieve the objectives of firm in more effective and efficient manner. It covers various areas such as recruitment and selection, job analysis, training and development, performance management, legal issues as well as many more (Lunenburg, 2012).
The current study is based on the given case scenario and for this Reassured, a small scale organisation of UK is taken into the consideration and British Airways is selected in the form of large organisation. It consists of difference between personnel management and human resource management, recruitment and selection process of employees, connection between reward and motivation, mechanism for the cessation of employment etc. In the end, conclusion will be explained with key findings and meaningful measures.
TASK 1
1.1
Difference between personnel and human resource management is as follows.
| Elements | Personnel Management | Human Resource Management |
| Definition | Its main concern is on the work force and maintaining relationship among them. | It focuses on the effective use of employees for achieving the organisational goals |
| Type of approach | It is traditional approach. | It is modern approach. |
| Decision making | It is slow. | It is fast. |
| Employees | Manpower is considered as machines or tools. | Manpower is considered as important assets (Surbhi, 2015). |
| Basis of Pay | Pay is evaluated by the job evaluation. | In this, pay is evaluated with the help of performance evaluation. |
As per the given case study, Reassured needs to improve its HR functions due to increase in workload. From the above differentiation, human resource management is beneficial for the firm as it focuses on the development of employees for the growth and success of organisation. Reassured can solve its issues by applying human resource management at workplace. With the help of it, company can able to evaluate the performance of employees and can directly communicate with them. It will lead to cooperation, coordination and better relation management which will automatically manage the workload (Bernardin and Wiatrowski, 2013).
1.2
Human resource management includes various functions which are as follows.
- Training and development: It is one of the important functions of the HRM which helps organisation to achieve their goals in an effective manner. By applying this function to the working environment of Reassured, it can able to enhance the skills, abilities and knowledge of employees. This in turn will result to effective time management, work management, relationship management and team management (Rehman, 2012).
- Performance Management: This function helps in evaluating the performance of workers which leads to take the appropriate actions as per the result. Reassured needs to apply this function at the workplace for evaluating the work performance of their staff members and to improve it if, needed. By using this function, company can enhance its working performance on time which will lead it to new growth and success (Chiboiwa, Chipunza and Samuel, 2011).
- Recruitment and Selection: By using appropriate and effective recruitment and selection process, Reassured can hire talented, skilled and intelligent candidates to its firm. Skilled employees will able to manage the workload in an appropriate manner and will also help in improving the working environment of firm (Recruitment & Selection Hiring Process. 2015).
1.3
Roles and responsibilities of the line HR managers are as follows.
- Employee Engagement: It is one of the most critical factors for the line managers of Reassured as they supervise their employees. They can focus on the strengths of employees and encourage them by communicating with them effectively. This direct communication will result to improve the relationship between line managers and their employees (Maloney, 2012).
- Performance Appraisal: Processes regarding the performance appraisal are implemented by the line managers of Reassured which results to evaluate the performance of employees or team members. Feedbacks can be taken by the line managers as per the performance of workers through one to one meeting (Branham, 2012).
- Disciplining Employees: It is the responsibility of line manager of the small scale firm to maintain discipline among the employees with respect to their work. It can only possible when line manager of the firm sets out his expectations with the team. These expectations should be supported by the policies and procedures of firm.
- Performance Related Pay: Line manager plays a significant role in the process of performance related pay. Rating as per the performance of workers will result to enhance their salary. This will motivate staff members to improve their work performance (Hendry, 2012).
Task 2
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