Comprehensive Analysis of Human Resource Management at ABC

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Associated British Corporation (ABC), a leading commercial television organization in the UK. The report begins by examining the application of the Guest Model of HRM at ABC, highlighting its benefits in employee engagement and strategic growth. It then contrasts Storey's Personnel, HRM, and IR practices, comparing ABC's approach with other organizations. The role of line managers and employees in developing strategic HRM is also defined. The report further explores the implementation of flexibility models in the workplace, including numerical, functional, and temporal flexibility, and their application to ABC. It also addresses equal opportunity, identifying potential discrimination and examining the implications of relevant legislation at ABC. The report then delves into performance management methodologies and employee welfare management approaches at ABC, along with the significance of health and safety legislation. Finally, it investigates the influence of a single topical issue on HRM practices within the case study. The analysis is supported by references and provides insights into the strategic importance of HRM for organizational success.

Managing Human Resources
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Contents
Introduction......................................................................................................................................3
LO 1: Comprehending the various viewpoints of Human Resource Management.........................3
1.1 Define the procedure of adaptation of HRM Guest Model at ABC.......................................3
1.2 Make a contrast among the definition of Storey’s Personnel, HRM, and IR practices
followed in ABC with any other organization.............................................................................4
1.3 Define the role of the line managers and the employees in ABC who are highly responsible
and involved in the development of strategic approach to HRM................................................7
LO 2: Comprehending the different path of augmenting flexibility in the place of work...............7
2.1 Describe the procedure of application of flexibility model in the real scenario. How is it
applicable to ABC?......................................................................................................................7
2.2 Explain the sorts of flexibility that ABC can develop?.........................................................8
2.3 Make an argument on the context of the assessment of the employment of flexible working
practices on the perspective of both the employer and the employee..........................................9
2.4 How is the flexible working practice at ABC get influenced by the changes in the labor
market...........................................................................................................................................9
LO 3: To clarify the significance of equal opportunity in the place of work................................10
3.1 On the context of ABC describe the different sort of discrimination that may arise in the
place of work?............................................................................................................................10
3.2 How does the various legislations of equal opportunities are implied in ABC on practical
consequences..............................................................................................................................11
3.3 Make a comparison of approaches implemented and adopted by ABC for the management
of diversity and equal opportunity in the workplace..................................................................11
LO 4: Comprehending the HRM practices approaches for an organization.................................12
4.1 Contrast, research and comment the various methodologies of performance management
adopted by ABC.........................................................................................................................12
4.2 Make an assessment and conduct a research over the employee welfare management
approaches practiced in ABC.....................................................................................................14
4.3 What is the significance of health and safety legislation over the practices of HRM on the
context of ABC?.........................................................................................................................15
4.4 Investigate the influence of single topical issue over the practices of human resources on
the context of the case study and additional investigation of ABC...........................................15
Conclusion.....................................................................................................................................16
References:....................................................................................................................................16
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Introduction
The management of the human resource has form to be the urgent objective of most of the
organization since human resource is consider as one of the most significant asset of the
organization that enables the organization to accomplish various sorts of goals. The assignment
discusses about the Guest Model of HRM long with Storey’s Model that distinguishes between
HRM, Personnel Management and IR and its huge significance to employees and line managers
working in ABC (Badawy, 2007). The flexible working model and Employee welfare
Management as a part of HRM practice has been thoroughly discussed in this assignment.
The Associated British Corporation (ABC) a leading commercial television in UK is selected as
case study in order to highlight the significance of HRM practice over management.
LO 1: Comprehending the various viewpoints of Human Resource Management
1.1 Define the procedure of adaptation of HRM Guest Model at ABC
The prime focus of the Guest Model is to segregate human resource management from personnel
management and hence indicates that the commitment is the prime basis of human resource
management while compliance is the sole basis of personnel management. The scope of Human
resource management according to Guest Model is much higher where apart from selection and
recruitment of the employees the prime focus of the management is to provide proper training to
each and individual employees at regular interval for their development resulting in strategic
growth of the organization. The Associated British Corporation also known as ABC is identified
as leading commercial television organisation in UK which was established in the year 1950.
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Associated British Picture Corporation is actually the name of the parent organisation which by
the persuasion of the Independent Television Authority enhances its activities regarding
broadcasting system .Three production sites are operated by ABC and have huge number of sales
office in UK.The adaptation of HRM Guest Model proves to be highly effective for ABC in their
strategic growth in the global market (Becker & Huselid, 2006).
The engagement and trust of the employees get enhanced by the strategic implementation of this
model in ABC. This model of HRM proves to be highly beneficial for the organization in
selection of the talented employees, providing proper training and to equip them according to the
requirement of the organization. This model of HRM proves to be highly beneficial for the
organization in removing the communication gap between the different level of management and
the employees. The organization is highly benefitted by this model of HRM in adopting proper
leadership style in accordance to the prime requirement and the proper implementation of the
workforce (Badawy, 2007).
1.2 Make a contrast among the definition of Storey’s Personnel, HRM, and IR practices
followed in ABC with any other organization
According to the HRM model of Storey the overall HRM approach and procedure is highly
strategic and rational enabling an organization to make proper utilization of its workforce
resulting in strategic growth of the organization and its individual employees. In the Storey’s
model of HRM the hard and soft form of management is also scientifically distinguished
(Bryson, 2006). According to him Hard HRM emphasizes on proper control and management of
the employees by the management in order to upgrade their level of performance. On the other
hand Soft HRM primarily emphasizes on the bond and relationship of the different level of
management with the individual employees.
On the other hand Storey has found that Personnel Management and IR primarily emphasizes
over different sorts of rules and regulations followed by the organization in order to manage its
human resources. In an investigation Storey has sort out 27 differences between HRM and PM
and IR.
Professor John Storey’s Model of HRM
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Dimensions Personnel and IR HRM
Beliefs and assumptions
1. Contract Careful delineation
of written contracts
Aim to go beyond
contract
2. Rules Importance of
devising clear
rules/mutually
'Can-do' outlook;
Impatience with
'rule'
3. Guide to
management action
Procedures Business-need'
4. Behaviour
referent
Norms/custom and
practice
Values/mission
5. Managerial task
vis-a-vis labour
Monitoring Nurturing
6. Nature of
relations
Pluralist Unitarist
7. Conflict Institutionalized De-emphasized
Strategic aspects
8. Key relations Labour
management
Customer
9. Initiatives Piecemeal Integrated
10. Corporate plan Marginal Central
11. Speed of
decision
Slow Fast
Line management
12. Management
role
Transactional Transformational
leadership
13. Key managers Personnel/ IR
specialists
General/business/line
managers
14. Communication Indirect Direct
15. Standardization High (e.g. 'parity' Low (e.g. 'parity' not
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an issue) seen as relevant)
16. Prized
management skills
Negotiation Facilitation
Key levers
17. Selection Separate, marginal
task
Integrated, key task
18. Pay Job evaluation
(fixed grades)
Performance-related
19. Conditions Separately
negotiated
Harmonization
20. Labour-
management
Collective
bargaining
contracts
Towards individual
contracts
21. Thrust of
relations with
stewards
Regularized
through facilities
and training
Marginalized (with
exception of some
bargaining for
change models)
22. Job categories
and grades
Many Few
23. Communication Restricted flow Increased flow
24. Job design Division of labour Teamwork
25. Conflict
handling
Reach temporary
truces
Manage climate and
culture
26. Training and
development
Controlled access
to courses
Learning companies
27. Foci of attention
for interventions
Personnel
procedures
Wide ranging
cultural, structural
and personnel
strategies
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It has been observed that ABC by the implementation of HRM model of Storey has proved to be
highly beneficial in fulfilling the psychological needs of its employees resulting in a good
performance from the workforce. The organization firmly focuses on the betterment of the
leadership style, reward system, job evaluation, performance appraisal, and various other
amenities in order to boost the motivation level of its employees. On the other hand Penta
Consulting is a small staff recruiting organization in UK which primarily emphasizes on
practicing Personnel Management approaches (Byham-Gray, 2010). It has been observed that the
organization primarily emphasizes on following different sorts of rules and regulation in the
procedure of its employees management instead of adopting the latest and dynamic human
resource management strategies.
1.3 Define the role of the line managers and the employees in ABC who are highly
responsible and involved in the development of strategic approach to HRM
On the context of developing strategic approach to HRM the role and significance of the line
managers and the employees of ABC are highly crucial. The prime responsibility of the line
manager is to coordinate, control and regulate all the approaches that are related to the business
policies, formulation and implementation of proper leadership style, fulfillment of the
organizational goals and the betterment of the organizational culture. Line managers forms to be
sole responsible in undertaking various sorts of strategic and vital decision that proves to be
highly significant for the strategic growth of the organization along with the growth and
development of the workforce (Dowling, 2008). On the other hand the role of the employees is
also significant since the performance of each and individual employees have deep impact over
the overall team. Secondly the performance of the individual employees determines the growth
and development of the overall team and enables the line managers to determine their prime
requirement like salary increment, bonus, incentives and various other amenities.
A line manager plays crucial role in the development and growth of the organizations. A line
manager of an organisation builds up several kinds of strategies for the company growth
attaining its goal. A line manager of an organization takes all the important steps for the
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betterment of the organisation and suppressing its rival. The main motive of a line manager is to
hire efficient employees for the organization and provide them beneficial training for the
company success (Byham-Gray, 2010).
LO 2: Comprehending the different path of augmenting flexibility in the place of work
2.1 Describe the procedure of application of flexibility model in the real scenario. How is it
applicable to ABC?
Flexibility in the workplace proves to be the key requirement of almost all the organizations in
the past few decades since it is highly impossible for an employee to perform his best and show
his creativity when the culture of workplace is highly rigid. The flexibility model in workplace
proves to be highly beneficial for both the employers and the employees in conducting their
regular activities in proper way and bring certain changes in the workplace and decorum of work
according to their requirement (Jackson et al, 2012). In ABC the flexibility model in workplace
is highly dynamic since it is highly beneficial for both the employer and the employees. The
flexibility model that proves to be highly beneficial for the employees for their career growth
includes compressed hour working, flexi time working, job sharing and mobile working. It has
been observed that part time working and work from home proves to be highly beneficial for the
employees who are approaching further studies. Mobile working proves to be highly beneficial
for the employees who have to travels a lot in a distant and remote location like the individuals
involved in the marketing, sales and distribution process. On the ground of the employers the
flexibility model includes numerical flexibility, functional flexibility and temporal flexibility.
Numerical flexibility enables the employers to make decision in recruiting the exact number of
employees that proves to be beneficial for any sort of campaign (Jackson et al, 2011). Functional
flexibility enables the employer to recruit the right candidate for the right job according to the
aptitude and experience of the employee.
2.2 Explain the sorts of flexibility that ABC can develop?
ABC in order to extend its growth has make provision for various sorts of flexibility model in the
workplace. The organization makes part time job arrangement for the employees who are student
and the female employees who have to take care of their child. The organization has make
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arrangement for mobile working and tele-working for the employees who have to conduct the
official job of the organization in different nation.
The job sharing proves to be highly beneficial for the employees working in a team and the
volume of work is very vast (Keegan et al, 2008). On the contrary the line managers and the
management are emphasizing on numerical, functional and temporal model of flexibility in order
to recruit right candidate for right post and to reduce the cost of recruiting employees by
appointing right number of candidates required in a job. The flexibility model in the workplace is
has provided several kinds of benefits to the workers specially for the womans, due to this model
women in the organization gets several kinds of facilities.
2.3 Make an argument on the context of the assessment of the employment of flexible
working practices on the perspective of both the employer and the employee
In the present globe of high technology and huge completion in the market implementation of
flexible working practices proves to be urgent requirement for an organization from both the
perspective of the employer and the employee. It is not possible for the employers to spend lots
of hours in assessing and experimenting different candidates since it is a pure wastage of time
and money. Flexibility in the recruitment process enables the employers to form and develop a
proper team of employees who proves to be highly effective for the organization due to their
talent. The flexibility in workplace also enables the management to estimate how to maximize
the volume of work from less number of employees.From the context of the employees flexible
working practices like job sharing, part time job, mobile working, flexi working, work from
home enables the employees to conduct their work in a more effective way (Macky, 2008).
In the organization workers gets several kinds of benefits due to flexible working practice. It is
essential the workers be provided benefits like flexible working timing and working hours
(Macky, 2008). It has been seen that it enhances the efficiency level of the employees to a great
extent. But in certain circumstances it is highly required for the management to bring strictness
in the workplace since this sort of flexibility sometime reduces the efficiency level of the
employees due to lack of proper supervision. Flexibility working model is very useful for an
organization growth and success.
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2.4 How is the flexible working practice at ABC get influenced by the changes in the labor
market
There is a direct impact of flexibility working practice over the labor market as visualize in case
of ABC. The labour market is based on demography, cultural background, talent and
specialization, experience and various other factors. ABC in order to attract cream and efficient
talent is emphasizing on developing more flexibility in the workplace. The organization makes
provision for recruiting different sorts of cream employees at affordable remuneration when the
population is huge. The organization is emphasizing on employing candidates from different
culture in order to enhance the scope and opportunity of the organization over a vast extent. The
flexible working practice in workplace enhances the urges of the most talented and cream
candidate to be get recruited in the organization (Marks & Mirvis, 2011). The sole objective of
the organization is to fulfill large scale objectives of the organization by investing affordable
price in the process of recruitment and other human resource practices.
The labour market is constantly changing due to enhancement of population so the organization
is modifying its flexible working practice in a more strategic way like arranging various sorts of
jobs that proves to be highly feasible to individuals of different background. The development of
technology enables the organization to adopt strategic measures in order effectively penetrates to
the ever-changing labour market in recruiting best candidate for right post in the organization.
The financial aspect for an organization growth and success in the society the companies takes
various steps to fulfil the financial aspect of the company. the company builds strategies to
attract foreign customers and investors.
LO 3: To clarify the significance of equal opportunity in the place of work
3.1 On the context of ABC describe the different sort of discrimination that may arise in
the place of work?
ABC while carrying out its operational activities has found that there is a huge possibility of
different sorts of discriminations that may arise in the place of work (Morley et al, 2016). The
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impact of discrimination generates feelings among the employees that they have been treated
unjustly in the place of work resulting in the poor performance of the employees. The nature of
discrimination that may arise in ABC is diverse since it is globally recognized organization.
Sexual discrimination is identified as one of the most significant sort of discrimination where
employees are treated differently according to their genders. It has been found that in ABC the
female employees are given more preference during the pick and drop facility to their home from
the office in respect to the male employees. geist discrimination is another sort of discrimination
where the young and energetic candidates are given more preference in comparison to the aged
candidates. It sometimes retards the motivation level of the senior employees to a great extent in
the field of their work. Religious discrimination generates a feeling of insecurity and hearted in
the mind of the individual employees since the religious sentiments of the discriminated
employees are badly hurt by this sort of discrimination. The physically disabled individuals have
to suffer various sorts of discrimination in the workplace due to their physical disability that
reflects negative impact in their creativity level.
It is essential for an organisation to follow discrimination Act, equality act and racism Act in the
workplace for the success in the organisation. It has been widely noticed in the organization and
workplace more preference is given to the male employees than the female candidate has. ABC
is an organization that has various branches all across the globe so the organization has to
employ candidates of different culture. It has been observed that racial discrimination practiced
by the employees of the superior culture retards the quality of work of the individual employees
due to the unfair treatment provided to them (Need, W. C. D. H. P. 2006).
3.2 How does the various legislations of equal opportunities are implied in ABC on
practical consequences
Various government laws and regulations are being imposed in the workplace by ABC in order
to provide equal opportunity to each of the single employees and to protect them from any sort of
discrimination. The Equality Act of 2010 proves to be highly beneficial for the organization in
protecting the employees from any sort of discrimination and building an equal society for them.
The opportunity act of 2000 proves to be highly beneficial for the female workers in the process
of developing the employment opportunity for them in different departments of the organization.
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According to the Equality Act of 2010 it is highly required for the organization to appoint the
candidate who is best instead of employing fittest candidate for a post (Noe et al, 2007). Laws
are also imposed in the organization regarding the termination of the employees. The employees
cannot be terminated on the ground of racialism, gender, physical disability, or any sorts of
discrimination. According to Equality Act 2010 each and every employees of different cast and
religion should be given same treatment by the management of the organization. The prime
motive of the Equality Act 2010 is to protect and safeguard the right of the each and every
employee in the place of work. In spite of the advent of various new regulations against
discrimination of the employees along with providing equal opportunities for the employees
ABC has to face severe problems on the ground of racial discrimination, gender discrimination
and religion discrimination because the operational ground of the organization is very vast all
across the globe. The organization have to deals with the employees of different culture who
holds the prime responsibility of dealing with different sorts of clients (Pynes, 2008). In certain
circumstances it is found that all the employees are not treated equally and are discriminated
racially, on the ground of gender, religion and various other aspects due to requirement of time.
3.3 Make a comparison of approaches implemented and adopted by ABC for the
management of diversity and equal opportunity in the workplace
ABC primarily emphasizes over providing equal opportunity to each of its employees and highly
focuses over managing diversity in the workplace by the implementation of various innovative
strategies that proves to be highly beneficial for the growth and development of the organization
in the global market. Initially the organization uses various modern modes of employment
techniques like the use of social media, email, using various sorts of latest software and portals in
the process of recruiting a best candidate for the organization. The organization thoroughly
scrutinizes the past track record of the candidate before employing him for the job (Schuler, &
Jackson, 2008). Secondly the organization provides equal opportunities to both male and female
candidates in the process of employment and adopts strict rules regarding the removal of any
sorts of gender related discrimination in the workplace. Thirdly the organization in the process
of managing equal opportunity and diversity in the workplace emphasizes on enhancing good
public relation between the management and the workforce where various sorts of new mode of
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