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Contents

Task 1......................................................................................................................... 1
1.1 Distinguish between personnel management in Small retail organisations
practising PM and human resource management at Harrods...............................1
1.2 Assess the function of the human resource management in contributing to
Harrods purposes................................................................................................. 2
1.3 Evaluate the role and responsibilities of line managers in
the human
resource management department at Harrods....................................................2
1.4 Analyse the impact of legal and regulatory framework on Harrods human
resource management......................................................................................... 3
Task 2......................................................................................................................... 5
2.1 Analyse the reasons for human resource planning at Harrods.......................5
2.2 Outline the stages that Harrods can adapt in planning human resource
Requirements....................................................................................................... 5
2.3 Compare the recruitment and selection process at Harrods with another
organisation......................................................................................................... 6
2.4 Evaluate the effectiveness of the recruitment and selection techniques in
the above two selected organizations..................................................................6
Task 3......................................................................................................................... 7
3.1 Assess the link between motivation theory and its reward with an
application on Harrods Case study.......................................................................7
3.2 Research and Evaluate the process of job evaluation and other factors
determining pay with special reference to Harrods as your scenario...................8
3.3 Assess the effectiveness of reward systems in different contexts with your
references to Harrods........................................................................................... 9
3.4 Examine the methods adopted by Harrods to monitor employee
performance. Comment with any suggestions...................................................10
Task 4....................................................................................................................... 10
4.1 Identify the reasons for cessation of employment with special reference to
Harrods in General............................................................................................. 10
4.2 Describe the employment exit procedures used by Harrods and compare it
with any other organisation of your choice........................................................12
4.3 Consider the impact of the legal and regulatory framework on employment
cessation arrangements with special reference to Harrods................................13
References................................................................................................................ 14

Task 1
1.1 Distinguish between personnel management in Small retail
organisations practising PM and human resource management at
Harrods.
Difference between personnel management in small retail companieslike
BTG plc and human resource management in large company is extensively
found as far as some key components like different sorts of operations,
choice making, workers engagement or participation, motivation, worker
turnover rate, worker considering long haul profession for future and so forth.
It can be said that personnel management is only a part of human resource
management.( Macky & Boxall, 2009).
In a small retail association there are may be a couple of persons are
recruited for its day by day operations and routine. Here an autocratic
method of the proprietor is observed. This kind of association is not more
worried about Motivation elements for representatives since it can be halted
any minute or whenever. There is no more classifications in workers. Since
the example of operations dont fluctuate a lot of so chief or proprietor is
very little worry about motivation. The proprietor straightforwardly or in a
roundabout way administer the workers busy with every day operations.
In Harrods HR mangers have numerous things to do and think with respect to
their laborers. These worries incorporate how to oversee cutbacks, address
diminished worker loyalty, and make an all around prepared profoundly
energetic work power through preparing, equipped for higher efficiency with
high caliber. Oversee and increment different workforce and contain human
services

cost.

1.2 Assess the function of the human resource management in


contributing to Harrods purposes.

HRMs key process is to recruit, select, train and develop staff. It means
discovering the right individuals, training and developing them, so they can
accomplish their potential and making frameworks which is prompting
achievement of the association through elevated amounts of motivation and
moral (Mockler, 2002).
So Harrods require a HRM director to make every department up-to-date
which implies they utilize various kinds of training, for example, continuous,
preparing structure, care abilities, wellbeing and security, lawful and multiexpertise. Harrods manager Jack will comprehend that motivated workers
are important for the continued development of Harrods. HRM personals
furnish its staff with a progressing and continual training and improvement
program with fitting and convenient reward and recognition. The different
levels of the organization are very much bolstered with work groups,
techniques to meet new difficulties and an opportunity to move higher up
the request.
Evaluation is a vital part of Human Resource Management (Fombrun et al,
1994). Whats more, it can assists Harrods manager to get the coveted
result and get achievement.
1.3 Evaluate the role and responsibilities of line managers in

the

human resource management department at Harrods.

Line manager is an individual who manages the workforce specifically. Line


manager with in the keeps vital part in the achievement of HR administrator.
Line manager play essential role as far as executing HR approaches and
practices,

for

example,

disciplinary

taking

care

of,

nonattendance

administration, Training and evaluating workers. Line managers now have a

more noteworthy contribution in the recruitment and selection process - from


the outset.

Alongside the HR director, line managers are currently involved

in recruitment activity, short listing, promotion and interviewing they then


ensure that recruitment is correct. HR manger gets staff data from the line
manager, for instance if the representatives are not working appropriately or
they dont come routinely, these line supervisors intimate the HR chief to
take legitimate actions.
Line managers helps in performance monitoring. If some workers are not
performing good then HR manager of Harrods counsel line manager for
giving them

for training

to improve the skills and techniques of their

workers and afterward assessing those workers who are functioning good all
together give them break even with development opportunities. A few looks
into have found that where workers feels positive about their association
with their line managers they will probably have larger amounts of
occupation fulfillment, duty and dependability which are connected with
more

elevated

representatives

amounts
wellbeing

of
and

execution,
cleanliness

for

instance

components

dealing
will

with

address

representatives truancy's and consequently expand their inspiration. And


also line manager assists with HR manager in giving workers other incidental
advantages, for example, transport, free education for workers' children and
free medical and treating each in the same way will expand their
dependability towards their association and henceforth, it will address the
control issues. Subsequently, the involvements of line manager in HR
practices enhance their exercises further.

1.4 Analyse the impact of legal and regulatory framework on


Harrods human resource management.

According to www.legislation.gov.uk (2014), There are 9 laws and regulations


in the UK that the firm Harrods follws. Those are,
1. Sex Discrimination Act (1975/1995/1997).
The Sex Discrimination Act 1975 takes for equality between men and ladies
with regards to equivalent pay for the same occupation. It additionally
implies that circumstances where 'men just' publicizing showed up, for
example, occupation adverts, could consider sex discrimination.
Sexual harassment, this applies to both men and women
Adverting employments as men only
Declining to give services such as monetary agreements without the consent
of a spouse
2. Race Relations Act (1992 amended 2000)
This law is to secure people from discrimination on their sexual orientation or
conjugal status, race, shading, nationality, ethnic, and national in the fields
of livelihood and as in education and open process too.
The Race Relations Act does not permit positive separation or governmental
policy regarding minorities in society - as it were, a business can't attempt to
change the equalization of the workforce by selecting somebody for the most
part on the grounds that she or he is from a specific racial gathering. This
would be segregation on racial grounds, and unlawful.
3. Equal Pay Act (1970)
This is an act which stops constructive treatment or pay for those people in
professional environments.
4. Disability Discrimination Act (1995 amended 2005)
This law has proscribed discriminating person because of their disabilities in
the fields of employment and as in education and public functions as well.

The Disability Discrimination Act makes it unlawful for an administration


supplier to oppress an incapacitated individual by declining to give any
administration which it gives to individuals from general society."
For individuals with hearing disabilities, the scope of assistant guides or
administrations which it may be sensible to give to guarantee that
administrations are available may incorporate available sites."
5. Employment Equality Act (2003; Equality Act - 2010)
Like the Race relations act, this act also defines that there may not be any
discriminations in any organisation like Harrods for people on their gender,
race or disability.
The Act outlaws discrimination on seven new grounds, notwithstanding those
of sex and marital status. Single folks, gay individuals,

and those with

handicaps are among the individuals who ought to see their entrance to
employments and advancement opportunities enhance once the Act
produces results. The Act additionally characterizes sexual harassment and
provocation without precedent for Irish law. These procurements give Ireland
a standout amongst the most broad fairness laws in Europe.
6. Employment Act (2008)
This act is to make necessities for resolutions that should be applied in any
occurrences of disputes between manager and the worker.
Through the Employment Act 2002 the government had presented a required
statutory rejection method, which had been intended to be followed
regardless. In the event that businesses did not take after the methodology
before rejecting their workers, the release would be considered naturally
unjustifiable
7. Work and Families Act (2006)

This act made to help workers to adjust their work and family lives without
much issues. This act characterizes the payments and maternity leaves,
implement new rights for fathers, for example, paternity leaves, making
adjustable working times and so on.
8. Data Protection Act (1998)
For the most part characterizes how the information ought to be assembled,
put away, exchanged and wrecked inside Harrods and on people.
Everybody responsible of utilizing information needs to take after strict
standards called ' data protection principles'. They must ensure the data is:
used fairly and lawfully
Used for limited, specifically stated purposes
Used in a way that is sufficient, appropriate and not excessive and exact
9. Rehabilitation of Offenders Act (1974)
This act ensures that the criminal are disregarded after a recovery period
with the goal that individuals would not have a dull imprint in their entire life
for a small offense went over.
The Rehabilitation of Offenders Act 1974 (c.53) of the UK Parliament
empowers some criminal feelings to be overlooked after are habilitation
period. Its motivation is that individuals don't have a deep rooted smear on
their records in light of a generally minor offense in their past.

Task 2
2.1 Analyse the reasons for human resource planning at Harrods.

The principle objective of resource planning is to guarantee that an


organization like Harrods always has competitors lined up to fill another
available position or post so that time and profitability are not lost. Long
defer times in the middle of one flight and new contract could be more weigh
on Harrods. Forecasting is a critical element of the system that can advise to
what extent the procedure to recruit new staff, and make rapid the process.
In the event of when the huge number of workers required and business
sector is hardened for laborers with requiring abilities, then HR division will
need to secure these specialists. Whats more, it will be more troublesome
when the adversaries are likewise looking for individuals with these skilld,
and secure the new abilities to venture up selecting endeavors and expand
remuneration packages to draw in ability (Grant, 2005).
If an organization did not take part in human resource planning, it would not
know how troublesome it would be to contract the important employees until
past the point of no return. Potential representatives would be lost to
competitora, and the business would be not able form the group it needs..
This helps the HR division to stay in pace with the needs of employees and
staff for Harrods.

2.2 Outline the stages that Harrods can adapt in planning human
resource Requirements

Human resource planning of Harrods is a procedure through which the


organization expects future business and ecological strengths. HR planning
assess the manpower requirement for future timeframe. It endeavors to give
adequate employee required to perform organizational exercises. Following
are the steps included in Harrods' HR planning:
1. Assessing Human Resources

The assessment of human resource starts with analysis, under which the
outside (PEST) and interior (goals, assets and structure) are broke down to
evaluate the right now accessible HR stock level. After the investigation of
outside and inward powers of the association, it will be less demanding for
HR director to discover the internal qualities and also shortcoming of the
association in one hand and opportunities and threats on the other.
2. Demand Forecasting
Human Resource forecasting is the procedure of evaluating demand for and
supply of HR in Harrods. Demand forecasting is a procedure of deciding
future requirements for HR as far as amount and quality. It is done to meet
the future work force necessities of the association to accomplish the wanted
level of yield. Future human asset need can be evaluated with the assistance
of the association's present human asset circumstance and investigation of
authoritative arrangements a techniques. It will be important to perform a
year-by-year analysis for each noteworthy level and sort.
3. Supply Forecasting
Supply is another side of HR evaluation in Harrods. It is worried with the
estimation of supply of labor given the analysis of current resourec and
future accessibility of HR in the Harrods. It evaluates the future wellsprings of
HR that are liable to be accessible from inside of an outside the association.
Inside source incorporates advancement, exchange, work augmentation and
improvement,

while

outside

source

incorporates

enlistment

of

crisp

competitors who are equipped for performing great in Harrods.


4. Matching Demand And Supply
It is focus on bringing the forecast of future demand and supply of HR. The
coordinating procedure alludes to get request and supply a harmony position
so that deficiencies and over staffing position will be fathomed. If there
should arise an occurrence of deficiencies an association needs to contract

more required number of representatives. On the other hand, on account of


over staffing it needs to lessen the level of existing vocation. Thus, it is
inferred this coordinating procedure gives information about necessities and
wellsprings of HR.
5. Action Plan
It is the last stage of HR planning which is worried with surplus and
deficiencies of HR. Under it, the Harrods HR planning is executed through
the assignment of diverse HR exercises. The significant exercises which are
required to execute the HR planning are hire, selection, position, preparing
and improvement, socialization and so forth. At long last, this stride is trailed
by control and assessment of execution of HR to check whether the HR
planning matches the HR goals and arrangements. This activity arrangement
ought to be overhauled by in time and conditions.
2.3 Compare the recruitment and selection process at Harrods with
another organisation such as John Lewis, M&S or Sainsbury etc.

Harrods: As the market leader in the UK, Harrods principally utilizes the
method for as a part of store publicizing, recommendations and local agency
from existing workers to enroll. In the interim, Harrods picks the new staff
through online video conferences which support the rapidest productivity
too. Likewise, dissimilar to other normal organizations, the meetings at
Harrods will be led by the line manager because of to develop the reliability
with the volunteer and decide.
The core components of Sainsbury's recruitment and selection process are
like that of Harrods. They give careful consideration to the sensible treatment
of its staff. The most center is to manage its hopefuls with its uniformity and
qualities approach at all times. That approach is encircled to enlist and select
individuals without discrimination and additionally intend to pick workers

with the various identity and capacity. In any case, the perspective that is
distinctive is they have a tendency to choose and enlist workers taking into
account their discrimination because of the way of their business.

2.4

Evaluate the effectiveness of the recruitment and selection

techniques in the above two selected organizations

Workforce planning is essential for Harrods in the event that they need to
meet their future requests for employee. It is an approach to prepare their
current staff to get responsive new staff to fill the opening (Armstrong,
1992).
So if the Harrods experiences this strategy then they will get skilled workers
which can enhance the execution of the organization and get the coveted
result and they can develop new occupation abilities or openings for work,
including administration, school leaver, graduate and understudy posts. They
need individuals with the good kill and practices to bolster its development
and improvement and have clear hierarchical structures, nitty gritty sets of
responsibilities and individual details. It has gives an easy to use way, that is
showing in what capacity can applying for employments and dependable
way to deal with enlistment and choice. It can satisfy and deal with the
requesting need of staff.

Task 3
3.1 Assess the link between motivation theory and its reward with
an application on Harrods Case study

Motivation is an idea used to portray the components inside of a person


which deliver, keep up and channel behaviour towards a focusing on

objective.

Motivation

is

an

unpredictable

concept.

Compensation

is

additionally mind boggling. As per People considering, that money is a help.


Money has an impact, yet inspiration is not simply money and includes many
things. It wills Positive impacts coming through good financial and nonfinancial rewards (Grant, 2005).
It is vital to motivate workers for the development of Harrods. Harrods
Managers can make a positive situation and workers feel great and motivate
towards the organisational goal and some of their own objectives. These
objectives could be valuation for diligent work, a feeling of accomplishment,
obligation and strengthening, open door for headway, and a feeling of
challenge and happiness.
There are several non budgetary rewards additionally accommodating to
make a worker propel. Rewards come through several ways like medical
advantages, flexible in working time, staff rebate, shares of the organization
and so forth.
Financial compensation is an essential variable to motivate workers and non
monetary compensates likewise make long haul consequences for the mind
set of the worker. So it is Harrods obligation to guarantee they utilizing all the
accessible

resource

to

motivate

them

(Ulrich,2005).

3.2 Research and Evaluate the process of job evaluation and other
factors determining pay with special reference to Harrods as your
scenario

Job evaluation is the non specific term connected to an variety of courses in


which the relative worth or estimation of various occupations may be set up.
It decides inner relativities by relating distinctive rates of pay to diverse
components in the occupation (Gratton and Truss, 2004)".

How about we begin with the one of the UKs leading retailer's case each
year Harrods welcomes employee to and orchestrate a fulfillment inside of
their workers to discover about their employment perspectives it is called
perspective. It plans to recognize the amount more important one
employment is in connection to another thus establish the frameworks for a
reasonable and deliberate pay structure.
A standout amongst the most broadly known illustrations of plans which
have been created by individual administration consultancy organizations is
the Hay plan. In its unique shape this depends on three variables - knowhow, critical thinking, and responsibility (Ulrich, 2005).
Expertise is the whole of each type of learning; aptitude and experience
required for standard worthy employment execution. Critical thinking is the
self-beginning' speculation required by the employment for investigating,
assessing, making, thinking, arriving and reaching inferences. Responsibility
is the answerability for activity and for the results of that activity. It is
measured impact of the employment on deciding results (Fombrum et al,
2004).
While work assessment is worried with the quality which Harrods put on
occupations pay can likewise be centered around the individual and
gathering i.e. pay is connected to evaluation of individual or group execution,
abilities, capability or commitment. It could be ability based or execution
based. Harrods utilizes an execution related strategy to remunerate its
workers by rewards and advancement (Grant, 2005).

3.3 Assess the effectiveness of reward systems in different contexts


with your references to Harrods

The reward system is great strategy to keep the worker motivate. Reward will
be given exhaustive yearly, week after week, or month to month bases or
hourly rate of pay for an able employee to do a job (Armstrong, 1992).
Reward force will be include on two variables; First, indirect pay which is
coming through offering a way of life reprieve, free or diminished medical
advantages,

rebate

exercise

center

enrollment,

staff

markdown

and

organization offer choices. Furthermore, non-monetary rewards which are the


natural reward identified with individuals necessities and desires, for
example, those gave by Harrods which incorporate job growth and open
doors for self-awareness by giving a profession break. Responsibility,
recognition and achievement are a portion of the other inherent rewards.
The main aim of the rewards system is to
Pull in enough selects with the right qualities and capabilities to fulfill
authoritative prerequisites.
Retain workers with the core competencies and skills required by Harrods.
Motivate workers with a perspective to enhancing their at work execution
and responsibility to the company. (Award, 2005)
The HRM is a division which puts a great deal of stress on their reward
framework with a specific end goal to apply its viability. The thought that it
may be

conceivable

to

coordinate

an payment

framework

and

an

arrangement of circumstances so as to accomplish expressed destinations


merits thought.

3.4 Examine the methods adopted by Harrods to monitor employee


performance. Comment with any suggestions

In Harrods, assignments and tasks are observed consistently. Observing is an


a

great

many

representatives

times
and

measuring
work

and

groups

giving

on

their

continuous

criticism

advancement

to

toward

accomplishing objectives (Ulrich, 2005).


Regulatory requirements for monitoring system is what contrasting workers
execution agreeing with the required measures. The procedure is gives the
chance to survey the execution how well worker meet the programmed
standards and to roll out improvements to improbable or tricky norms. So
observing procedure is an approach to keep away from and amend the
unsuitable exhibitions and give the help. With this procedure Harrods can
show signs of improvement backing to its staff on all level and that is the
reason they can screen furthermore help when required (Mockler, 2001).

Task 4
4.1 Identify the reasons for cessation of employment with special
reference to Harrods in General.
Resignation
A worker can terminate, or resign his own job, for various reasons. Like
worker is not fulfilled by the occupation or troubled, and could show signs of
improvement offer for the same employment and some time some individual
reason likewise impacts their choice to leave the occupation. On the off
chance that the worker leaves, then business need to discover the reason
behind and arrange interview to check the reason, and manager ought to
request the resignation and hold that documentation (Fombrun et al, 1994).
Layoff

On the off chance that there is an absence of work, if the organization like
Harrods is stuck in an unfortunate situation, and May the particular
occupation is redundant or not required then the organization can cutback
worker. So this procedure will be under the lawful regulation. For instance it
is under the notice of the representative, Worker Adjustment and Retraining
Notification

(WARN)

Act,

businesses

must give

representatives

early

notification of closings and cutback. It is make representative and their


family to conform and make new game plan for them or looking for
unemployment advantages (Fombrun et al, 1994).
Merger/Buyout
A merger is another conceivable reason to influence the workers. Despite the
fact that the business wouldn't like to do as such, now and again managers
offer a severance package to workers ended under these circumstances
(Boxall, 1992).
For Cause
It happens when staff behaviour impacts the organizations notoriety and
different laborers. For example, if representative making some falsifier their
time card or physically assaults a colleague, and this will be the reason for
their end, then boss ought to efficiently report the workers conduct while
ending Them (Boxall, 1992).
Poor Performance
Poor performance is other reason for worker termination when worker
doesnt satisfy their employment responsibility and neglect to conform to the
position. Before ends that worker, manager will since its getting late to
redress the insufficiency execution and given a time allotment to keep right
it. Furthermore, the documentation additionally required before end of the
representative (Fombrun et al, 1994).

4.2 Describe the employment exit procedures used by Harrods and


compare it with any other organisation of your choice
Consistently

in

organizations,

individuals

start

and

terminate

their

occupation. This ceaseless progress of individuals can, and regularly results,


in a noteworthy security presentation, particularly in instances of worker
discrimination. It is not exceptional to hear stories of requital by fired
representatives who feel they have been dealt with unjustifiably. This may be
as PC hacking, harm, unlawful section onto organization property, and
different types of wrongdoing. The harm created can be extreme and can
highly influence the organization and its workers.
An employee exit procedure ought to be formally arranged, archived, and
distributed to give consistency to chiefs in managing terminated workers,
i.e., things to be gathered from a worker leaving the organization, and
PC/framework access to be practically inactivated. Quickly, as a sample, the
supervisor of a worker leaving the organization like Harrods ought to do the
accompanying:
Parking passes, Collect keys, access cards, ID cards,

organization

credit cards, and travel call cards.


Gather any off-site gear, for example, PCs, mobile phones, and pagers.
Deactivate voice message, and evacuate or re-dole out telephones.
Employment exit procedure commonly used in Banks
Resignation letter in written form
Process on resignation letter
Employee exit interview
Acceptance of resignation
Exit check list
Return all company credit cards
Hand in all copies of reports and manuals

Employee exit procedure in Tesco

Tesco follows following steps or techniques before the employees leave the
organization.
Retaining methods: Giving leave options, offering a better compensation.
Exit interview: If the worker wishes to leave even after the managements
maintenance offer the employee will have an exit interview with store
manager and then personal manager.
Understanding the reason of clearing out.
Checking work stress.
Referencing: providing him all the required reports and reference letter for
the next job.
The Exit procedures followed by Tesco could be rated as standard exit
procedure. The exit process explains that Tesco is following all the essential
steps needed to retain staff if possible or make the way out a well
documented and simple process.

4.3 Consider the impact of the legal and regulatory framework on


employment cessation arrangements with special reference to
Harrods

After getting notification to layoff and update sets of responsibilities of


workers, particular ranges were surveyed keeping in mind the end goal to
settle on a choice that would give the best result to the company Harrods.
These division incorporate employment execution, profitability, uncommon
accomplishments, work obligation, instructive capabilities, non-appearance
and status (Truss and Gratton, 2004).

Length of service ought to assume a part to settle on choice for decrease in


Harrods (non union) however it ought to be brought into thought alongside
aptitude level. A worker can not spare their occupation simply because of the
few year administrations with the association. So a worker should be
checking on their performance level(Fombrun et al, 1994).
A current employee is resources of the association like Harrods as a result of
their best administrations and know how to performing and cop with
prerequisite and he/she is an in number competitor on the grounds that new
worker needs to further training to meet the required standard. So one
essential thing is that new contract may have heaps of experience and
instruction than worker then who have been with the association, this is
intricate, which should be thought seriously about. Some of the workers that
have been with the association for quite a while may hope to resign or would
be keen on a severance package (Ulrich, 2005).
Longest benefit by and large is the premise of deciding severance
installment for each one yet it is considering the most senior worker. One
weeks compensation for each year of administration is the most widely
recognized term, based severance advantage for excluded and non-absolved
workers, while two weeks is the middle for officers and different officials
(Truss and Gratton, 2004).

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