Explain differences between Personnel Management and Human Resource Management in two organizations.
The differences between the two type of concepts human resources management and the personnel management can be seen in the two organization of UK. The industry chosen for the purpose is the hotel industry. The two hotels considered are ‘The Angel Hotel’ and ‘The Milestone Hotel’. There is an HR department in ‘The Angel Hotel’ and Personnel management in ‘The Milestone Hotel’. This would help distinguishing the two types of aspects of employee management. The concept of HR Management is the most innovative version of the personnel management. The Personnel management followed by Milestone Hotel helps in revealing that the philosophy related to the top management towards the engagement of the labour force in the work. This will help in getting deeper conviction as to the important people in the organization. The incorporation of the personnel development will help in the maximum development of the individual employees. The employer will be careful in the developing individual personality (Armstrong 2012). The employees they differ and so the management recognises the ability of the individuals and this ability will be utilised in the effective manner. The drawback back of the personnel management would involve the traditional approach where the focus is on the employee’s welfare, labour relations and personnel administration. The human resources management of Angel hotel involves focusing on the development, acquisition, motivation and maintaining of the human resources in the organization. In case of the Personnel management, the hotel ‘The Mile Stone’ will be including more of the administrative task (Milestonehotel.com 2016). The Personal manager in the hotel will play the role of the mediator between employees and the management in the hotel ‘Mile Stone’. In case of Angel hotel, the HRM goes beyond the administrative task of the personnel management and this helps in encompassing a broad vision on the management of the resources. This helps in contributing success in the organization. The personal management in the Hotel Milestone would involve division of labour, which is a drawback as the employees will be monotonous doing the same work repeatedly. The HR management in Angel Hotel would be focusing on the group or the teamwork. Thus, it can be seen that the focus of HRM denotes in the tuning of the needs of the modern organization. The concentration of HRM in the Hotel Angel would be concentrating on the monitoring, planning and controlling of the resources but in case of Personnel, management there is mediating between the employees and the management. The differences in the two concepts needs to be studied in the light of the management of people through time and through the industry perspective (Armstrong 2014).
Table: Differences in the Personnel Management and Human Resources management
(Source: Al- Nawafa 2012)
Role of HRM in ‘The Angel Hotel’ to achieve the purpose of the organization:
In a hotel industry, the role of HRM is very important just like in any organization. Similarly, HR manager or the HR department has many roles while working in ‘The Angels Hotel’. They are mainly engaged in the strategy formulation, which is focused on the objective of the company i.e. the retaining and recruitment of the employees and increase the productivity. The department of human resources include controlling of the overall operations of the hotel business. The following are the roles that is performed by the Human resources department which helps in the fulfilment of the goals of the business.
Training and Development: The specialist of Human Resources of Angel’s hotel involves creating programs of training and strengthening of the quality of the work of the organization. The training and the development would be including the creation of the training manuals, needs of training, facilitating training and see that the objective of training is met (Banfield and Kay 2012).
Employee Acquisition: The development of the employees and hiring of the employees in The Angel Hotel would involve working of the human resources. The human resources manager tends to use the strategies for improving the skills of the staffs and increasing the production of the company Angel Hotel (Bohlander and Snell 2013).
Management of Project: The Company ‘The Angel Hotel’ sometime overlooks the deliberate method of planning when the project is being conducted. The hotel through the involvement of the human resources department will be remained organised through the outlining of the goals of the project, identification of the benefits and the costs and analysing the project risks.
Management of Compliance: There might be some disputes emerging from the daily operation of the hotel then the human resources manager will be handling the disputes and the labour relations. The role of the department of the manager in the organization is familiar to that of the labour, wage and equal opportunity requirements. When there is a dispute between the employees and the employer then the strict compliance management will be helpful in the liabilities and the lawsuits.
Quality and Cost Control: The costs in ‘The Angels Hotel ‘will be conserved through the development of the compensation package, employee’s assistance programs and materials of benefits. The training programs that are implemented must be based on the sound technology and the HR representative must be qualified to implement (Bondarouk and Olivas-Lujan 2014). The HR department of the hotel also looks into the quality control
Role and the responsibilities of the line manager in ‘The Angel’s Hotel’ in supporting the functions of HRM
The Angel’s Hotel is a small hotel business that operates in the heart of the UK town so there is a need for line manager who would be looking into management and the recruitment of the employees. The following are the responsibilities and the role that is adopted by Line manager of ‘The Angel’s Hotel’:
Engagement of the employees:
The approach that is taken by the line manager involves supervising the employees for the employee management. There will be involvement of organizational culture for the teams that is created by the Line manager. The staffs when they have an open communication with the employees by the line managers then this would help in encouraging and engaging staffs working for ‘The Angel’s Hotel’. The line managers are being engaged so that they focus on the negative aspects of the staff performance and this help in boosting their own status, which help in creating disgruntled employees (Dessler 2013). Line manager will help in generating engagement of the employees.
Appraisal related to performance:
Line managers are responsible for the performance appraisal process in ‘The Angel Hotel’. The behaviour and the performance of the staffs is rated by the line manager. The one to one session of the line manager and the employee will help the line manager to resolve the queries of the staff. There is a need for the line manager to convey the message in the understandable and the sincere manner.
Disciplining the employees:
The line manager must bring discipline in the place of work through the teams. This will help in supporting the procedures and the policies, which will be produced by the department of HR. The commitment of the line manager for the enforcement of the rules is likely to influence the performance of the staff of ‘The Angel Hotel’. When any type of disciplinary action is taken against the staff members by the line manager is the casting back of the own behaviour (Dessler 2014).
Pay which is related to the performance:
When the pay structure of ‘The Angel Hotel’ is related to the performance, then line manager will help in determining the direct reports for receiving a pay increase. The rating decided by the line manager will help in deciding on the amount of the increase that is received by the employees with the top performers of the hotel getting more than that of the average ones.
Analysis of the legal and the regulatory framework that helps in affecting the HRM:
Through the regulations and the laws, the provincial and federal government influences the HRM. The result is that the employers they should seeing that the managers and employees will understand obligation under the law. For example, the hiring decision must not be done based on the religion, gender race. The human rights legislation will help in creating a deepening impact on the management of the human resources. This will help in protecting the groups and individual from the harassment and discrimination in many areas of employment. Harassment would be including the unwelcoming behaviour or sexual harassment. Sexual harassment would be included in the private and the public sector. This is a global issue. This must be avoided as this would lead to severe consequences. There is a need for the organizations to consider the basic employment requirements, which include the minimum wage, the hours needed for the purpose of the work and overtime pay. Health and the security of the staffs is very important and the organizations must adhere to this as it would include the maintenance and creation of the safe and healthy environment. The relationship between the employer and the trade union would be governed through the Labour Relations. The following are some of the Act about the Employment Legislation:
Employment Rights Act 1996: This Act would be covering the wage rules, which would be including minimum procedures for the payment of wages, making unauthorised deduction of the wages as illegal. There is a need for the employer to provide a contract for the employment. Time off work included in the Act would help staffs avail the paid leaves write from the commencement of work and there is guidance provided to the paternity and the maternity leaves. Dismissal and Redundancy would be including requirements of the lay down by the companies so that they are able to adopt the dismissal procedures. This would help the employees to receive right type of compensation in case of the unfair dismissal from work from work. Dispute Resolution in the work would be including fair grievance and disciplinary procedure.
Employment Relations Act 2004: This Act would be including the paternal leaves, Maternal Leaves, Employment tribunal awards, unfair dismissal of the strikers.
Employment Act 2002: Resolution of the dispute at the place of work, improvement in the procedure of employment tribunal is included in the Act.
Equal Pay Act: This Act would be signifying the equal payment for the both women and men. The Equal payment would be based on the job title and job content.
Data Protection Act: This Act signifies keeping the data of the workers secured. This will help in establishing the 8-point rule that would help in keeping the personal data secured.
National Minimum Wage Act: This Act will be applicable for the workers with the age of 22 years and over. This would be applicable to the full time, part time, casual, agency and piece workers (WiÅ›niewska and WiÅ›niewski 2012).
The organization ‘The Angel Hotel’ is facing troubles in managing of the staffs, as there is no proper HR manager to handle the department. This has resulted in the higher turnover of the employees. The Finance manager who plays a dual role i.e. HR manager and the Finance Manager handles the HR department. This shows that there is very little knowledge possessed by him. It was revealed that the planning with respect to the recruitment and the selection process was not in detail and there is a need for changing the recruitment process of the company. In this report, the reasons for the planning of Human Resources is evaluated, stages that should be included in the HRM process, comparing the current situation with that of the ideal organization, the effectiveness of utilising the ideal HRM strategies.
Analysis of the reasons for the planning of the human resources:
Through the systematic analysis, there would involve HR planning so that it will help in ensuring that there is right number of employees with necessary skills available when they are required. There is several type of task by the HR department, which includes the development of career, training, recruitment and services of retirement (Werner, Schuler and Jackson 2012). In case of HR Planning, it mainly involves the employment advertisement and recruiting of the right employees in the organization. There are series of actions that is undertaken by HR planning which includes the collection of the information, creating goals, objectives and making the conclusion for achieving the goals.
The reason for HR planning is to check the number of employees that the company retained, types of workers the organization possesses, check the resources implementation and maintain the workers (Truss, Mankin and Kelliher 2012). An organization will be able to attain success and progress and this will help in creating an important part in the information system management. HR planning helps in overcoming the uncertainty through the alteration (Fischer-HuÌˆbner, Katsikas and Quirchmayr 2012).There will be growth and improvement of the workers through the training. The employees needs are satisfied which helps in promotion and improvement in the salary. HR planning will help in developing HR assistance in the productivity structure, income and sales.
Outlining the stages for planning the requirements of human resources:
The case that has been shown should follow some steps for HR planning. The one-step that is followed is that there would involve the collection of the data based on the goals and the aims of the organization. The aims will help in determining where the company wants to look forward. The next step would be involving taking into consideration of the stock of the current workers. The HR record would be involving the data related to the ages, location, numbers and the analysis of the skills of the individuals.
The next stage is the Auditing stage. This stage would involve the strategic environment analysis in the light of the strategic objective of the organization. The auditor will be looking into the things that has happened earlier and that would happen in the present in the terms of the lack in the turnover of the employees and the training costs (Torrington et al.2014). Identification of this information, would help the HR managers to forecast what is going to happen in the future to the HR in the organization.
The step of anticipation helps in the investigation of the demand and supply in terms of the number and the quality of the person that is going to be employed by the organization so that it helps in meeting the requirements and helps in covering the accepted turnover (Gashi 2013).
The next step in the Human Resources Plan, this would be including the HR Plans and career planning in the organization. The main reason includes the goals of the organization to be related to the organizing the good possibility for the employees growth (Smith 2012).
The control and the monitoring would be included in the final stage for the HR planning. When the plan is accepted then it is need to be controlled. There is a need for the HR department for notice and view the availability of the resources (Rothwell et al. 2012). This would help in utilising the available talents in the most effective way.
Comparing the process of the recruitment and selection in the organization with recommended organization:
Recruitment is the process of finding out someone who wants to work for the organization, wherein the employees fill the application of the job and send to the organization (OÌˆzbilgin, Groutsis and Harvey 2014). The process of selection would be involving selecting the right candidate for the post, the organization will be pointing out the right person they would be offering job. The recruitment can be external and internal. Internal recruitment involves recruitment carried out by the through the referrals by the employees. Job centre is an external form of recruitment.
The recruitment plan of ‘The Angel Hotel’ would most importantly include filling the vacancy in the organization. In order to fill in the vacancies, the hotel will be advertised normally. The job centres present locally, career fairs and other type of facilities are the options that they avail. It is quite important to target the right audience in the right manner. The selected candidate is called over the phone and then they are asked to come for a face-to-face interview (Mondy and Mondy 2014). During the time of the interview, there are a number of questions that are asked like the regarding the life goals, motivation etc. After this, they are to complete the psychometric and aptitude test.
When comparing with the organization Tesco, it was seen that they advertise their vacancies in a different way. Tesco to fill up the vacancy looks into the internal employees. They try to move the employees up the position so that they are able to fill in the vacancy when there is no proper person to fill in the post through advertisements (Tesco.com 2016).
Tesco also use external recruitment where in the management they advertise regarding the vacancies through the website. Apart from the vacancy boards, radio, magazines, television, newspaper and media is also used. The affordable way is used by Tesco to attract the correct applicant. The people they are able hear about the jobs, as the application process is quite simple. The online application on the website is a means where they will fill the application and then submit it (Mondy and Mondy 2012). The applicants they also have the option to apply through the CV by depositing in the Tesco stores. The Job Centre Plus can be used for registering as well. There are waiting list of applicants and the waited candidate is then called when there is a vacancy.
The selection for the candidate for the chosen vacancy is done based on who is appropriate. The selection process would involve the screening of the candidates (I'Anson 2012). The recruiter in Tesco will look into the CV that is well written and who is suitable for the post. After passing the application screening then they give number of exercises, which includes the problem solving exercises or teamwork activities. Internal assessments when passed then the candidates are interviewed by the Line manager who deems whether they are fit for the desired position.
Tesco has an ideal process and ‘The Angel Hotel’ must follow this.
Evaluating the effectiveness of the recruitment and the selection of the technique of the recommended organization:
There is an important role played by the selection and the recruitment to determine the performance and the effectiveness of the organizations. The performance of the organization realises from the proper selection and the process of recruitment (Mathis, Jackson and Valentine 2014). The effectiveness of the organization will reduce when there is inappropriate selection of the candidate. The company should always be hiring the best talent so that they are able to remain competitive. The Tesco’s recruitment process generally starts when the employees they leave the organization (Islam and Ahsan 2013).
The effectiveness of the recruitment and the selection for the company Tesco would help in the decision-making by the higher management so that the gap is filled. This will help in getting qualified and skilled applicants who would be doing the job. There is no distinguishing in terms of age, race, gender, caste or creed. The process of the recruitment and the selection process is quite expensive. This is a time consuming process as managers they need to decide the right applicant (Machado and Davim 2014). The use of advertisement is an extensive technique done and this need to be applied by both the organizations i.e. Tesco and ‘The Angel Hotel’.
The planning for recruiting the employees is very important, as the growth of the business will be heavily relied upon the future demand of the workers. This will help the staffs, which are active to gain new responsibility, and there will be new recruits to fill up the vacancy. ‘The Angle Hotel’ must follow the recruitment process of Tesco where the employees are recruited based on the behaviour and the skills so that there is development and growth. There is also a need to provide different ways to apply for the job by the candidate. Thus, the strength of the company will be revealed through the strategies of recruitment, procedure and exercise.
Assessment of the link between motivational theory and reward at Virgin Media
The world’s largest international cable company was created under the partnership of NTL, Richard Branson's Virgin Mobile and Telewest. Virgin media is part of the Liberty Global plc (Businesscasestudies.co.uk 2016). The employees are the main people, which help the organization to become successful in the competitive market (Muethel, Gehrlein and Hoegl 2012). Hence, it is important the employees should be motivated rather than just work for the organization. The main aim of the organization is that the employees should love what they do rather than being proud of what they do. In such a situation, motivation plays a role. However, the organization should be able to decide the type of motivation that will help the employee to work. Two types of motivation help the organization to motivate the employees, the extrinsic motivation and intrinsic motivation (Marler 2012). The employees can be motivated either through reward or by inner satisfaction when they do a work (Salvendy 2012). For intrinsic motivation, the recognition acts as the main source of motivation. The intrinsic motivation is provided to the employees of the organization by making them understand the importance of the employees in the organization and the role they play in the organization (Bratton and Gold 2012). Virgin Media holds a number of apprentice programs that includes works that could be carried out by using screwdriver rather than any heavy machinery (Businesscasestudies.co.uk, 2016). In this way, the individuals learn small things, which they can use in future jobs as well as in the organization. In addition to this, they are being taught customer services, sales, finance and health and safety issues. At Virgin Media, they understand the employees need motivation to work for the organization and make the organization successful. Thus, the importance of extrinsic motivation is brought in such a situation. ASPIRE is one such bonus scheme of Virgin Media (Businesscasestudies.co.uk 2016). The performances of the employees are seen through the net promoter. The net promoter is measurement tool with which Virgin Media measures the experience of the customers. The customers rate their experience out of 10 (Businesscasestudies.co.uk 2016). Once an employee get 9 out of 10 in the net promoter, the person is rewarded with £ 10. In addition to this, the employees are provided with the staff saving schemes, life assurance, heath care of the employees and the company pension scheme. The motivation provided by the organization can be understood with the help of Herzberg’s two-factor theory of motivation (Ehnert and Harry 2012). The two factors explained by Herzberg are, hygiene factors and the motivational factors. Hygiene factors are the satisfiers which mainly consists of the salary of the employee (Banfield and Kay 2012). To support the hygiene factor there is the motivational factors. The reward and recognition that Virgin Media gave to the employees act as the motivators (Kim 2012). It has been seen that due to the number of Herzberg like the apprentice programs, the score of the net promoter urged the employees to perform better. In this way, Virgin Media is able to provide the customers with good service and soar high in the market.
Evaluation of the process of job evaluation and other factors determining pay at Virgin Media
The job evaluation system is the way of measuring the worth if the jobs in the organization (Buller and McEvoy 2012). The evaluation of the jobs will help the organization to decide the types of employees they will require for the job. In addition to this, the evolution help the organization to dice the salary of the individuals who will be recruited in different positions in the organization.
Virgin Media applies a salary administration program and the program helps the managers to determine the salary that is deserved by the employees in the organization (Businesscasestudies.co.uk 2016). The process involves the evaluating the value of the jobs within the organization. Virgin media does the job evaluation by applying two steps, job description and job evaluation.
The job description involves the job responsibility that will come with the position. For example, an employee who is in a higher position will have more duties, which are intent than other duties. A junior employee will have less important duties.
The second step is the job evaluation stage. Hay System is one of the famous system used in the United Kingdom. Virgin media also uses the Hay System that mainly evaluates three factors (Businesscasestudies.co.uk, 2016). The factors are:
- The knowledge that is required for good performance
- The complexity that the role of the decision-maker
- The control required for a particular position
These factors are given a numerical value. The numerical value is then matched with a salary range of the employees. The numerical value decides the salary of the employees in the organization. The compensations of the employees are decided depending on the data of the survey that is carried out and the survey determines the pay for the employees for the next year. The result of the survey is presented to the managers who decide the salary range of the employees for the upcoming year.
Assessment of the effectiveness is the reward systems at Virgin Media
Rewards have always helped an organization to motivate the employees in an organization (Flamholtz 2012). Virgin Media have achieved the similar results. The employees took added interest in the workplace and came forward to help the senior managers at work. Virgin Media has rewarded the employees in different manners (Businesscasestudies.co.uk 2016). When on one hand, they have given the employee benefits, schemes and other monetary supports; on the other hand, they gave the reward in a different manner by giving them cars. The cars are not normal but from then Disney world. Any engineer who has performed well is given the car. This type of rewards not only gave the employees the energy to perform better but they also helped the organization by giving new ideas and techniques that will make the organization technologically advanced. Once the employees saw that the organization has implemented various schemes that will help them even after their retirement, they gave extra effort to help the organization to make it even better than before (Brewster and Mayrhofer 2012). The apprentice programs where the women could also learn the tactics of mechanics was hugely beneficial for the women. The women employees learnt new things, which they could apply in everyday work (Businesscasestudies.co.uk 2016). This in turn helped the organization. Whenever there was any small problem or technical fault at the workplace, the employees were there to solve the issues themselves rather than calling for an extra help (Stahl, Björkman and Morris 2012). The employees felt good because the organization thought of the enhancement of the career of the employees and they were always interested to learn new things at the office.
Examination of the methods Virgin Media use to monitor employee performance
The employees are given the motivation within the organization with the sole purpose that both the organizations as well as the employees are benefitted by the motivational factors (Bratton and Gold 2012). To know whether the employees are motivated, Virgin Media take measures to see the performance of the employees. By reviewing the performance of the employees, Virgin Media will be able to know whether the motivational factors are at all making any change in the organization (Buller and McEvoy 2012).
‘Your Story Framework’ is one such system that is used by Virgin Media to assess the performance of the employees (Businesscasestudies.co.uk 2016). The senior managers conduct meetings regularly; evaluate the progress made by the employee by setting them against the objectives that are being set by the organization. Finally, depending in the progress of the employees, the future plans are being made in the organization. The plans will help the employees to have a clear idea about the goals and work accordingly. The ‘Your Story Framework’ is transparent and consistent (Businesscasestudies.co.uk 2016). It gives a clear idea about the progress of the employees and the managers find it easy to decide the salary of the employees accordingly. The employees will also have a clear idea about their progress in the organization and they can make necessary changes in their way of work in the organization (Hendry 2012). Once the employees and the senior managers will have a proper idea about the performance at a regular basis, it will help both parties to avoid the big mistakes and rectify the small mistakes to avoid bigger problems.
Reasons for termination of Faisal’s employment contract with The Chicken Master and other reasons for cessation of employment
Whenever an employee is employed in an organization, the employee is subjected to certain rules and regulations in the organization. (Armstrong and Taylor 2014) When on one hand, the duty of the employer is to take care of the employee, on the other hand, the employee has certain duties towards the employer and the organization. In the case of Faisal, he was asked to manage The Chicken Master. ‘Managing’ The Chicken Master brought various riles and responsibilities that he should have abided to. Bob Jones who owns The Chicken Master has asked Faisal to look after the store, yet he found that the front store, which is the main place for business for The Chicken Master was not clean and not properly maintained. In addition to this, the kitchen was not cleaned. This gives an idea the person who cleaned the kitchen and the front store is not properly instructed. Moreover, Faisal failed to look after the work of the person who was given the duty of cleaning the spaces. The unclean kitchen and the front store was an indication that there was lack of supervision when the job was carried out.
The second rule that was broken by Faisal was using the office computer for his personal use. When an employee enters The Chicken Master, he or she is given the instructions to not use the office computer for personal use. However, it was found the Faisal was guilty of using the office computer for e-mailing his wife and to do some of the homework of his daughter. Faisal even used the computer for designing a restaurant that he was planning to open. Thus, it can be said that he has not used the computer for personal use due to some emergency but for some considerable amount of time. He was even caught watching porn. Watching porn in office is soothing that was unforgivable by the employer and hence Faisal was terminated form the work.
There are other reasons of cessation of employment in the United Kingdom (Budhwar and Debrah 2013). If the employee is suffering from some illness and was not able to carry out the job that person was assigned, then the organization can dismiss the employees (Renwick, Redman and Maguire 2013). However, it was somewhat unfair, as the person cannot stop the illness or any accidents. It will be the duty of the employer to either shift the employee to some department or give the employee work, which the person can carry out in spite of the disability (Nickson 2013).
Redundancy is another issue when the employees can be dismissed (Kehoe and Wright 2013). However, it is not justified to dismiss an employee if the organization going through rough phase. This type of dismissal happens when the employer is not being able to support the employees in the organization (Aswathappa 2013). As the business is not going well, the employer is not in a position to pay the employees. Either the employer should give compensation to the employees or help the employees find different jobs before dismissing from the present job (Boella and Goss-Turner 2013). There is no mistake of the employees in this case, yet they are being dismissed because the employer is not able to support the employees in the organization. In such a situation, the employee can take legal actions against the employer or the organization or demand for compensation (Marler and Fisher 2013).
The employment exit procedures used by The Chicken Master and Angel Hotel
Both The Chicken Master and The Angel Hotel have their own rules of exit procedure from the organization. There are certain differences, while there are similarities between the organizations, there are certain distinctions as well. The notice period that should be served by the employees are same for the both the organization. If an employee wants to leave the organization, the person will have to serve detain notice period (Stredwick 2013). For a duration between one week and two years, the employee has to serve a noticed period of one week (Antonioli, Mancinelli and Mazzanti 2013). After the completion of two years, the duration of notice period will increase in the number of years. For example, the employee will have to serve two week of notice period if he or she wishes to leave the organization after the completion of two years. If an employee leaves after the completion of three years, then three weeks, after completion of four years, the notice period will be four weeks and it will keep on changing accordingly. The provision of notice period buy out is present in The Angel Hotel. The Chicken Master does not allow any provision of buying out the notice period. The employee has to serve the mentioned duration if he or she wishes to leave the organization. On the contrary, The Angel Hotel lets the employee buyout the notice period. For example, the employee can pay the organization the salary of that period and leave the company on the day or resignation. For example, if an employee is eligible for one-week notice period then he or she will have to pay the payment of one week, if the notice period is of two weeks then the person have to pay the salary of two weeks and so on. The same rule applies for the employer as well for both the organization. The employer will also have to pay the employee before asking the person to leave depending on the duration of the work period in the organization (Armstrong and Taylor 2014). If the employer wants the employee to leave the organization without letting him serve the notice period then the employer should pay the desired amount of money (Armstrong and Taylor 2014).
However, both the companies arrange for exit interviews. The exit interviews are mainly taken when the employee wants to leave (Budhwar and Debrah 2013). The exit interviews are mainly taken by the employer to understand the issues the employee has faced in the organization (Renwick, Redman and Maguire 2013). Depending on the exit interviews, the employer will make the further changes in the organization (Nickson 2013). The issues are the factors where the organization are not able to take care of the employees and which are the areas where the organization should improve (Kehoe and Wright 2013). In addition to this, the exit procedure evaluates whether the employee holds any grudge against any other employee. If that is the case, the reason is asked to the employees. The steps taken for employee engagement are then evaluated accordingly.
The impact of the legal and regulatory framework on employment cessation arrangements with an organisation such as The Chicken Master if Faisal’s claim was proven to be true
Faisal has said that that Bob Jones has employed a woman after dismissing him from the job. The woman who had replaced Faisal is under the age of forty years. If the allegations made by Faisal are true then The Chicken Master will be held under the Sex Discriminations Act 1975. The act was mainly implemented to protect both men and women form any discrimination in school, either at home or at work (Legislation.gov.uk, 2016). The act promotes equality among men and women and prevents discriminations based on gender (Boella and Goss-Turner 2013). The act helps in establishing the equal opportunities commission. Thus, if the allegations of Faisal are true then Faisal can take The Chicken Master to the court and the court can take legal actions where The Chicken Master will be prohibited from repeating such kinds of act. Faisal, can claim monetary support from The Chicken Master (Aswathappa 2013).
It has been seen that Faisal is an Asian, while the organization is in the United Kingdom. Thus, Faisal can also charge The Chicken Master under the Race Relations Act 1976. The act prevented the people in the United Kingdom from indulging in any kind of discrimination based on color, nationality of the individuals, ethnicity and the organ of the individuals (Legislation.gov.uk 2016). Commission for Racial Equality was established under this act (Legislation.gov.uk, 2016). Hence, Faisal can charge The Chicken Master for discriminating him based on race. If Faisal allegations are true, then also the court will charge The Chicken Master for discriminating him based on race (Marler and Fisher 2013).
Faisal can also sue The Chicken Master in the basis of Disability Discrimination Act 2005. Though Faisal is not handicapped, yet he has aged. He thinks that the organization has acted against him due to his age. As he is aging, he thinks that The Chicken Master has replaced him with another younger employee, as age brings disability and hence, he could file the case against The Chicken Master in the basis of discrimination of age. The act was implemented to see that the none of the employees is discriminated based on disability (Legislation.gov.uk 2016). The employees should be treated equally in the organization and even if an employee is not able to perform well in the organization due to the age, then he or she should be given some other job where the person could perform (Stredwick 2013). If the person does not make any mistake, then the organization should not dismiss the employee (Antonioli, Mancinelli and Mazzanti 2013). If the allegations put by Faisal is correct and The Chicken Master discriminated based on age with Faisal, then The Chicken Master will have to take Faisal back (Armstrong and Taylor 2014). The Chicken Master can also find employment for him in other departments (Renwick, Redman and Maguire 2013).
If the allegations made by Faisal are correct then The Chicken Master will have to face the court due to the above-mentioned acts that have been implemented by the government of the United Kingdom. Thus, before implementing any kind of dismissals by an employer, the person should check the rules and regulations posed by the government and take the actions accordingly. Even if the employer is correct, then also a thorough checking is recommended before indulging in any kind of action.
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