IHRM4032 Introduction to Human Resource Management
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GSM distinctive higher education London
Introduction to Human Resource Management (IHRM4032)
Added on 2020-05-11
IHRM4032 Introduction to Human Resource Management
GSM distinctive higher education London
Introduction to Human Resource Management (IHRM4032)
Added on 2020-05-11
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Running head: INTRODUCTION TO HUMAN RESOURCE MANAGEMENTIntroduction to Human Resource ManagementName of the Student:Name of the University:Author Note:
2INTRODUCTION TO HUMAN RESOURCE MANAGEMENTTable of ContentsIntroduction......................................................................................................................................2Task 1...............................................................................................................................................3LO1: HR functions in a contemporary business environment.........................................................3Identifying two people management issues GTR is currently facing and discusses how the HRdepartment can proactively manage them effectively.....................................................................3Task 2...............................................................................................................................................5LO2: HR Planning in a business environment................................................................................5Briefly outline with examples how the HR Department within GTR can successfully implementa sustainable HR planning process to manage its current staffing-related issues............................5Task 3...............................................................................................................................................7LO3: Effective HR practices and performance management in organizations...............................7Discussing developmental activity that GTS’s HR department can employ to effectively improvetheir employees’ performance.........................................................................................................7Task 4...............................................................................................................................................9LO4: Influence of Employment legislation on HR practices in organizations................................9Conclusion and Recommendations................................................................................................11Reference List................................................................................................................................13
3INTRODUCTION TO HUMAN RESOURCE MANAGEMENTIntroduction Govia Thameslink Railway is the biggest railway company in the Southern Part of UnitedKingdom. It is a joint venture between the Keolis who owns 35% of the shares and Go-AheadGroup who owns 65% of the shares (Wilton 2016). In recent years there have been manyconflicts and issues between the management of Govia Thameslink Railway (GTR) and itsemployees over number of issues such as pay, duration of work mentioned in the contract andthe number of employees needed to run the railway service. These current and persisting issueshave made the role of Human Resource manager instrumental in managing the situation withexpertise and proper experience. As a HR manager, the issues of employees have to be dealtkeeping the interest of the company intact. The following discussion is about the roles andfunctions of a HR manager in mitigating the respective issues with human resource managementtheories and practices (Stredwick 2013).Task 1 LO1: HR functions in a contemporary business environment Identifying two people management issues GTR is currently facing and discusses how theHR department can proactively manage them effectively There are several people management issues faced by the management of GTR whilemanaging the employees at work. Some of the people management issues are listed below withproper justification:
4INTRODUCTION TO HUMAN RESOURCE MANAGEMENTShortage of staff members- It was admitted by GTR that they had underestimated theshortfall in drivers that are needed for operating the trains. It happens that sometimestrain crew were not happy to do for a premium as it rely mainly on overtime activities.On the other side, it is known that overtime requires goodwill that has vanished rapidlyand there are just few train crews for filling the rosters. After the strikes, sickness levelshave almost doubled since the first strikes were called this year. In addition, an incidencethat GTR and ministers viewed as unofficial industrial action as it is claimed strongly byunions (Sparrow, Brewster and Chung 2016). Payment conflicts- The Government is paying Govia Thameslink Railway about 8.9billion Euros over 7 years for running 3 franchises network that is the largest till date interms of passenger numbers. In addition, Southern rail passengers have experiencedseveral months of strikes, delays as well as cancellations due to long-running industrialdispute for understanding the role of train guards (Sanders, Shipton and Gomes 2014). The HR Department of GTR need to manage the above people related issues with ease sothat there is no further problem faced in the near future. The first issue is shortage of staff members at Govia Thameslink Railway and this can besolved by the HR Department by recruiting new employees as well as re-analyzing the jobprocess as and when needed. The HR Department should involve in recruiting new employees,be it temporary or permanent for Govia Thameslink Railway. Temporary staff members canwork best when they are assigned with flexible job description as well as staffing flexibility andlower service commitment. On the other hand, permanent employees are committed to their job
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