Managing Human Capital and Leadership

MANAGING HUMAN
CAPITAL AND
LEADERSHIP
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TABLE OF CONTENTS
Table of Contents...........................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Human resource m management model & methods of firm to administration of their
employees....................................................................................................................................3
TASK 2............................................................................................................................................5
HR functions and recommendation for their improvement.........................................................5
TASK 3............................................................................................................................................9
Evaluation of number of HRM software programs.....................................................................9
TASK 4..........................................................................................................................................11
Characteristics of effective leaders taking into consideration all problems or conflict.............11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Leadership is the sources of managing human capital within business in effective manner,
with good leadership style leaders and managers of organizations manager existing workers and
enhance their performance by using different motivational tools. The present report is based on
Hotel Phoenicia, build in the 1930s and opened in 1947, it had one of the earliest restaurants of
better standards in Malta. It is located at outside capital city of Valletta, nearby Triton fountain &
city gate. This hotel was built upon place of arms which is part of outworks of fortifications of
Valletta, it is the example of Art deco architecture.
This study explains relevant HRM models, methods of organization to manage their
human resources. It justifies, Human Resource functions, in regard to strategic HR initiatives.
Furthermore, this report clarifies HRM software programs and traits of effective leaders taking
into consideration problems.
TASK 1
Human resource m management model & methods of firm to administration of their employees
Guest model-
It is the best human resource management model developed by David guest, Guest model
indicate that HR manager had particular plans to get with, which require definite activities &
when executed, result in outcomes. Results consider financial rewards, performance and
behaviour related rewards. According to Sarker, (2017)Guest model emphasizes formal
sequences of 6 elements like HR practices, human resource outcomes, strategy, behavioural
results, performance outcomes & financial consequences. Financial results are depended on
workers activities and hard-working practices, which in turn is results of activity-oriented staff
behaviours.
Along with this, behavioural results are outcome of worker commitment, contribution,
flexibility and quality of work, that in turn affected by HR practices. Human Resource activities
need to be in line with strategies which is aligned with organizational plans.
Guest model is superior to other models is partly clarified in sense that it specifically
maps out are of human resource management and delineates outcomes as well as inputs. This
model is descriptive in sense that it is based on supposition that Human Resource Management is
quite assorted from traditional personnel administration, it is implicitly and idealistic embodying
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attitude that fundamental components of human resource management method such as
commitment have direct connection with valued consequences of company.
It is different from rest of the HRM models because of fact that Guest model is lays more
emphasis on strategic administration unlike other models of HRM that centring on personal
management and development (Hewagama and et.al., 2019). Furthermore, overall workers'
relationship is sum total of connections that each staff member has with firm, according to this
model. In simple words, Guest model helps focus on needs of workers rather than focusing on
work force collectively. According to this model, human resource management strategies and
practices enhance the motivational level of all the employees work at workplace.
Warwick model-
It is another HRM model, developed by two-person Pettigrew and Hendry, just like the
other human resource management concepts, this model centres around 5 essential components,
like macro environmental factors, business strategy content, micro environmental
components ,HRM context and their content as well. It takes cognizance of HR practices and
business plan, external context in which these actions would take place, and procedure by which
such modification considered, including communication & interactions between alterations in
content. Shipton and et.al., (2017) highlight that strength of Warwick model is that it classified
and determine essential environmental influences on human resource management, it helps to
map relationship between environmental and external factors and investigate how HRM adapts
to change. When company achieve alignment between internal & external contexts they can
achieve growth and performance in effective manner.
Furthermore, Warwick model of human resource management is focused their
investigation on mapping context and determining organizational factors and environment
context.
Approach to management of human resources-
Monitoring and supervision is one of the best methods that company can used to
manage their workers and existing workforce to assure compliance to established procedures,
proper guidelines, rules and contracts. The aim of this approach is to motivate employees
through direct methods such as incentives, pay, job simplification and rewards to drive
performance. This method works on workplace that improved job satisfaction, leads to increase
performance and does not focus on latest motivational methods such as application of creativity
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