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Assignment on Guest's model of HRM

   

Added on  2020-10-22

17 Pages5323 Words343 Views
Managing Human Resources

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Guest’s model of HRM ...................................................................................................11.2 difference between Storey's definitions of HRM, personnel and IR practices.................21.3 Implications for line managers and employees of developing a strategic approach........3TASK 2............................................................................................................................................42.1 Application of model of flexibility in organisation..........................................................42.2 Types of flexibility which may be developed by organisation.........................................42.3 Use of flexible working practices from both the employee and the employer perspective. .52.4 Impact that changes in the labour market have had on flexible working practices..........6TASK 3............................................................................................................................................73.1 Forms of discrimination that takes place in a workplace.................................................73.2 Discuss the practical implications of Equal Opportunities legislation for an organisation83.3 Compare the approaches to managing equal opportunities and managing diversity anddiscuss the similarities and differences in their approaches to managing equal opportunitiesand diversity...........................................................................................................................9TASK 4..........................................................................................................................................104.1 compare different methods of performance management..............................................104.2 Assess the approaches used to managing employee welfare..........................................104.3 Discuss the implications of health and safety legislation on human resources practices114.4 Approaches to Human Resources Practices in Organization.........................................12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14

INTRODUCTIONHuman resources' management is generally refers the practice of recruiting, hiring,selecting and managing the organisation;s employees. It is concern with the management ofpeople in the organisation from recruiting to retirement. HRM emphasises on the employees asthe assets of the business. Toyota is the auto-mobile company which is the world's market leaderin sales of hybrid electric vehicles. This company was founded by Kiichiro Toyoda in 1937. Thisstudy shows the ways of developing flexibility in the Toyota. It also shows the differentperspective of Human Resources management like Guest's model. This study defines thedifferent method of performance management in that company and evaluate the impact of topicalissues on the Human resources practices. The purpose of this report is to understand the HRMwhich focuses on current human practices and impact of topical issues and legislation. This studywill assess changes in the labour-market and the development of flexible working practices.TASK 11.1 Guest’s model of HRM This HRM model was evolved by Prof. David.E.Guest in 1997. But the guest model istotally different as compared to other models because it gives more prominence on strategicexpansion, rather than other models focusing on personnel development and management.This model mainly describes the relationship of an employee with firm rather than narrating theworkforce only. HRM StrategyThis strategy has advance innovative ideas, competition advantage and flexibility. Toyotahas developed a good environment work culture through this strategy. It has enhancedperformance of the firm. Toyota gives a practical explanation about training, hiring people andabout the rewards given to the employee on the basis of their work performance.HRM Practices HRM practices in Toyota is to achieve yearly organized aims with managing somepolicies like Safety, health and maintaining happy work environment. Introducing to Bonusesbased on performance for each employee (Goldsmith and Goldsmith, 2015). It has fairassessment system. It highlights the best performers of Toyota which helps to encourage otheremployees to work more efficiently.HRM Outcomes and Behaviour Outcomes1

HRM Outcomes main motive is to expand the outcome of this firm which is performsvery well and along with it, it even boosts the employee, financial and company's outcome byplanning, controlling, staffing, leading, organizing and managing employees in Toyota.Employee's behavioural outcome is managed by giving specific training in result is expected toattain the job performance.Performance Outcomeand Financial OutcomePerformance of the employee indirectly effects the financial outcome (Rothwell, Hohneand King, 2018). So the performance of the employee always sets an academic success forToyota which in turn leads to maximum Financial outcome of the firm. Like in 2018 it has leadto selling 29,463 units more than previous year. Each year its financial graph is increasing.1.2 difference between Storey's definitions of HRM, personnel and IR practicesBasis of differenceHuman resourcesmanagementPersonnel and IndustrialrelationsDefinitionIt is traditional approach of managing employees and human resources at workplace and it is concern of personnel department (Snell, Morris and Bohlander, 2015).It is modern approache of managing people at workplace and it is concern of managers of all level (Wirtz and Lovelock, 2017).PartiesHuman resources' managementinvolves mainly two parties such as the employees and employers.Industrial relationship involvesfour parties such as employees,employers, trade unions and government.EmphasiseIt emphasises on rules and regulation and their implementation.It emphasises on combination of human energies.Aim and resultThe aim of Human resources management is to achieve organisational goals and employers satisfaction.The aim of industrial and personnel management is to achieve organisational goals and satisfaction of both 2

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