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Managing Human Resource - Assignment

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Added on  2020-01-23

Managing Human Resource - Assignment

   Added on 2020-01-23

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Managing Human Resource
Managing Human Resource - Assignment_1
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................31.1Guest model of human resource management...................................................................31.2 Compare between the Storey’s definition, personal management and IR practices........51.3 Implication of line manager and employee in developing strategic hrm.........................6TASK 2............................................................................................................................................72.1 Implementation of flexible model in practice..................................................................72.2 Types of flexibility implemented in organization............................................................92.3 Use of flexible working practices in relation with employee and employer....................92.4 Impact of flexible working condition on labour market.................................................10TASK 3..........................................................................................................................................113.1 Forms of discrimination that can take place in workplace.............................................113.2 Practical implication of equal opportunities legislation in workplace...........................123.3 Comparison of managing equality and managing diversity in practices........................12TASK 4..........................................................................................................................................134.1 Compare different methods of performance management.............................................134.2 Approach to management the employee welfare...........................................................134.3 Implication of health and safety legislation on HR practices.........................................144.4 Impact of topical issues on HR practices.......................................................................14CONCLUSION..............................................................................................................................15REFERENCES..............................................................................................................................16
Managing Human Resource - Assignment_2
INTRODUCTIONThe human resource of the company is having most important contribution in the profitability ofthe company. This is involved in managing all the operation effectively. The efficientmanagement and development of the human resource of the organization is necessary forsustainable development of the company, Unilever is a multinational company. There are morethan 150,000 company offices established in various countries of the world. The Unilever is fastgrowing company as a manufacturing firm of consumer goods (Armstrong and Taylor, 2014).The company is engaged in various human resource practices for development of the employeesand providing them better opportunities for their future growth. Human resource is veryimportant asset of the company. This results in implementation of new technology and strategiessuccessfully. The human resource is flexible and adaptable to changes in organization and givesa new direction to the growth of the Unilever business. Successful management of the humanresource is contribution in effective hiring, training and development of the employee.Ultimately this contributes in increased profitability if the organization. This assignment studies the various models of the managing human resource in companyeffectively like Guest HRM model. The assignment also helps in studying the flexibility in thework culture, workforce of the Unilever organization. This deals with the study of various factorsthat influence and regulates the efficient development of the human resource managementsystem if the organization.TASK 11.1Guest model of human resource managementThe guest model is dependent upon various strategies of human resource management. Thusmodel was developed by David guest. This model was formulated in 1987. This models definesvarious aspects of managing human resource effectively and its outcomes in the organizationalchange. This deal is based on the implementation of mixed strategy of soft and hard hrm in theorganizations work culture. The hard hrm follows the ideology that def9ines human resource issame as other resurce of the organization and implement policies dependent to this ideology. Thehard hrm practices involves development of various strategies only for the profitability of theorganization (Boxall and Purcell, 2011). While the soft hrm treat a human resource an mostvaluable asset of the organization and works for the development of human resource in company.
Managing Human Resource - Assignment_3
The soft hrm practices involves various methods for development of employee and providingthem better opportunities their career growth. Guest models studies various factors whichinfluence the performance and the effectiveness of the organization. These elements are definedas follows:Strategic integration: This involves the integration organizational policies related toprofitability and objectives with the policies of HR. This is type of the hard hrmpractices.Flexibility: The flexibility in working culture can involve both hard and soft hrmpractices. The hard hrm includes hiring of the employee only when needed and thenturning them out from organization. While soft hrm involves providing employee betterenvironment even conditions are adverse. This flexibility of the hr concludes indevelopment of organization if there is any change in external environment or situation ofcontingent problem (Bratton and Gold, 2012).Commitment: This defines the passion of employee towards the organization and work.Commitment of the employee increases profitability of the company. This can beachieved with soft hrm practices.Strategic quality: In development of hrm practices and policies should also have topmanagement interest and strategic implementation by management. This includesenhanced quality of workforce and companies are engaged in such activities to buildcompetitive advantage with the good employee in organization.These factors influence the functions and operations of the organization. The variousoutcomes of the hrm strategies and the hrm practices are:Performance outcomes: The performance outcomes of various hr practices and strategiesare increased productivity, innovation and quality work in organization.HR outcomes: This results in commitment of employee towards organization, enhancedemployee engagement, quality performance of employee and flexibility among employeebehavior (Daley, 2012).Financial outcome: Increases profitability of company and results in ROI of company.Behavioral outcome: Highly motivated workforce, corporation are the result ofbehavioral outcome of individual resulting from various HR strategic implementation.
Managing Human Resource - Assignment_4

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