Managing Human Capital and Leadership

MANAGING
HUMAN CAPITAL
AND LEADERSHIP

INTRODUCTION
To make any organization work it is very important to have a management over the
employees because they need to have someone to take in charge of the company being able to
work efficiently. To make any company work efficiently and to make the employees be involved
in the hard work for the organization it is very important for the human resource management to
be done over them. The human resource department is responsible for taking care of the
organization in the internal factors of the company. The department responsible for the
recruitment, training of the employees, payroll for the employees and checking if all the
departments are working properly. The rules and regulations of the company must be discussed
with this department or any decision making also must be discussed because the human resource
is the bridge between the employees and the management. The human resource department must
treat all the employees equally and make a bound of trust with them because they need to know
how the organization is working and where the company can improve so that the company can
work even better.
Marks and spencer is a British multinational company whose headquarters are in London.
The company is providing the customers with the products such as home products, high quality
of clothing and good products. The company comes under the list of London stock exchange.
The company is selling more clothes products because those are of high quality. The founders of
the company are Thomas Spencer and Michael Marks in 1884 in the city Leeds. There are 959
stores all over United Kingdom out of which 615 stores are just selling food products.
The report will be discussing the following details which are the human resource
management models, approaches, human resource functions, human resource software’s which
the company uses and which they should be using and characteristics of effective leadership
qualities which are required in the organization.
MAIN BODY
TASK 1
HRM MODELS AND APPROACHES
HRM Models are important in studying human resource management by its analytical
framework. These models also helpful in the understanding role of HR in the business. There are
four types of Human Resources Management Models;

1. The Fombrun Model : These are the first model of the HRM which mainly focus on
Selection, Appraisal, Development and Rewards. These are the simple model which
provides an analytical framework for know the role of the HR activities in the business
environment.
2. The Harvard Model : This model of the HRM are claims to be comprehensive in as
much as it seeks to comprise six critical components of Human Resource Management.
e.g. Stakeholders interests, Situational factors, HRM policy choices, HR outcomes, Long
term consequences and a Feedback loop through.
3. The Guest Model : The company Mark and Spencer follows this third model of the
HRM which was developed by David Guest in year 1997. These model includes specific
strategies which are helpful in achieve positive result from the HR activities. These
model claims to be best to other models. The guest model demand certain practices and
when this is executed, then will result in outcomes. This model mainly focus the logical
sequence of six useful components; HR outcomes, HR strategy, HR practices,
Performance results, Behavioural outcomes and the last one is Financial consequences.
4. The Warwick Model : This is the fourth important model of the HRM, which was
developed by Hendry and Pettigrew. Both was researchers at University of Warwick.
This model also proposition centres around five main elements like other HR models; (1)
Outer context, (2) Inner context, (3) Content of business strategy, (4) Context of HRM,
(5) Content of HRM etc. This model includes strength or power of identifies and
classifies important environmental influences on Human Resource Management. This
model of HRM enables business to know relationship between environmental factors and
external factors in the organization and also understand the impact of these factors on the
business.
- Analysis Dimensions: This model has six major analysis dimensions for implementation in
Mark and Spencer
(1) Human resource management practices
(2) Outcomes for human resource management
(3) The strategies for the human resource management
(4) The impact of human resource management on the performances