Guests Model of HRM- Explanation
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Added on 2019-12-18
Guests Model of HRM- Explanation
Added on 2019-12-18
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MANAGING HUMAN RESOURCE
Table of contentsIntroduction:....................................................................................................................................3Task 1: LO1.....................................................................................................................................31.1Guests model of HRM..........................................................................................................31.2Comparison between the Storey’s definition of the HRM, IR practices and personnel:......41.3Implication for line manager and employees to develop a strategic approach:....................5Task 2: LO2.....................................................................................................................................62.1 Explanation of the model of flexibility:.....................................................................................62.2 Discuss different types of flexibility in any organization:.........................................................72.3 Utilization of the flexible working practices from both the employer and employeeperspectives:....................................................................................................................................72.4 Impact of the changes in the labor market that have flexible working practices:.....................9LO3 Understanding the equal opportunity impact in the work place:.............................................93.1 explaining the different forms of discrimination that takes place in the work sector................93.2 discussing the practical implications of equal opportunities legislation.................................103.2 comparing the approaches for management of equal opportunities and managing diversity..11LO4 Understanding the approaches to human resources practices in the organizations...............114.1 comparing the different methods of performance management 175.......................................114.2 assessing the approaches for practicing of managing the welfare of the employees in anorganization...................................................................................................................................134.3 discussing the implications of health and safety legislation on the practice of human resource.......................................................................................................................................................144.4 evaluating the impact of one topical issue on human resources practices...............................15Conclusion.....................................................................................................................................16Reference list:................................................................................................................................18
Introduction:Over the past few decades, human resource management became very popular term in the topmanagerial approaches that is aimed to reorder the employment relationship in any organizationfor ensuring that the efforts of the employees are strategically focused in order to achievesuperior quality organizational and individual performances. In the recent times, all of theorganization is now paying attention to the bonding between the employees and HR practices soan effective organizational performance can be achieved. This assignment is intended to describeHRM as the approaches to manage the human resource in Unilever.Task 1: LO11.1Guests model of HRMGuest’s model generally focuses on the differentiation between the compliances andcommitments. According to this model, planning in Unilever must involve a pursuit forenhancing the venture through integration and utilization of the human resource forimplementing their unique capabilities in the work. As opined by Cascio (2012), Guests modelhas 6 dimension of the analysis that are HRM strategy, HRM outcomes, HRM practices,performance outcomes, financial outcomes and behavior outcomes. This model is based on theassumption that HRM is different from the traditional personnel management. This model isimplicitly embodying on the belief that fundamental elements of HRM approach likecommitment have as direct relationship with different consequences of business. Guest arguedthat the HRM in the Unilever must be involved the designing practices and policies of thebusiness for achieving some outcomes like high commitment from the employee, strategicintegration in the organization, high level of flexibility and adaptability for the workforce and aquality workforce for organization. Strategic integration assured that the business plan of theorganization is implemented through the properly designed policies and practices of the HR(Stone, 2013). Implementation and formulation of policy for change describe establishments of the HR policyfor identifying the nature of the change that is necessary for any business to manage the change.Training and development and employee appraisal involves both formal and informal evaluationof the performances of employee and the necessity for training and development. After theevaluation of all these, it is important to place the policy in order to maintain effective
development and training of the employee. In this process, effective communication is verymuch important because effective communication can helps any organization to maintain two-way flow of the message between the employees and management. According to Huselid (2011), Guest proposed that the four outcome of the HRM helps anyorganization to achieve some outcome like stronger problem solving capabilities, high level ofjob performances, improvement in the cost effectiveness and consistent with the strategic goals.Guests demonstrated that those outcomes could be achieved if coherent strategy of nayorganization is integrated into the business strategy of any organization. For the identification ofthe human resources and organizational outcomes, it is important for the Unilever to implementsome policies regarding Recruitment, socialization and selectionTraining, development and appraisalFlows of the laborCommunication system in the organizationJob and organizational designFormulation, Management and implementation of the changeIf Unilever implement those strategies then human resource outcome can be effectivecommitment, quality, flexibility or adaptability and strategic planning. On the other hand,organizational outcome can be low turnover, low absence, high level of problem solving, highlevel of job performance by employees, low grievance level among employees and high costeffectiveness. 1.2Comparison between the Storey’s definition of the HRM, IR practices andpersonnel:As stated by Delery and Doty (2013), there are several differences between HRM, IR practicesand personal management. Main aim of the PM and IR is to gain the commitment from theemployees and satisfying the requirements of the stakeholders. On the other hand, HRM is oneof the theoretical strategic approaches that can help any organization to achieve competitiveadvantage. Storey has established a model that can help any organization to make a shift fromthe IR and PM to the HRM. There are four main version of the HRM according to the theory of
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