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MANAGING HUMAN RESOURCE MANAGEMENT TABLE OF CONTENTS INTRODUCTION

   

Added on  2020-06-05

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MANAGING HUMANRESOURCE MANAGEMENT

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Guest's model of HRM.....................................................................................................11.2 Difference between HRM, personnel and Industrial Relation practices..........................21.3 Implication for line managers and employees for developing strategic approach...........32.1 Model of flexibility...........................................................................................................42.2 Types of flexibility...........................................................................................................52.3 Flexible working practices...............................................................................................62.4 Impact of changes in labour market have had on flexible working practice....................63.1 Forms of discrimination...................................................................................................73.2 Practical implications of equal opportunities legislation..................................................83.3 Approaches to managing equal opportunities and managing diversity............................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11

INTRODUCTIONHuman asset is an integral part of each and every kind of association. Without assistanceof them, an organisation cannot exist. Along with this, they help to manage all activities whichare associated with business (Management and human resources, 2017). If company wants tosurvive for long period of time, they have to perform effectively in the marketplace for whichthey require efficient staff members in their firm. It is essential for employer to cater flexibleworking environment to their workers, hence they can do their work within time andorganisation can attain their targets appropriately. In this assignment, there is the descriptionabout HRM and the way firm manages their manpower. Along with this, there is an explanationregarding Guest's model of human resource management. Additionally, there are some ways ofdiscrimination in organisation which are going to be described. Each and every worker has aright to get equal opportunity in firm irrespective of their age, gender and so on that will bestudied here as well.TASK 11.1 Guest's model of HRMThere are two dimensions which are associated with Guest model of HRM and these areboth hard soft as well as loose soft. This is provided by an observer guest and along with thisthere is other expert Storey. HRM portrays about dimensions of this hypothesis that bothattributes are much similar to development of human relation, which assist to identify people.Along with this, it is much connected to utilize of talent of entire persons and in addition to McGregor's hypothesis (Guest, 2011).There are some components which are related with Pampillano Guests model, are stated asbeneath:HRM strategy: This approach is carried out by company, therefore they can easily hiresome individuals for their organisation and thus they assist them in their growth as wellas development. Their plan is to engage their staff members always. It is because; ifindividuals are bound then they will do their work more effectively and efficiently ascompared to others.HRM practice: Enterprise is using this as it comprises of recruitment, performance aswell as selection. It will aid new workers, therefore they can do their work in an1

appropriate manner. As a result, it will help them in their career improvement orenhancement (Jiang and et. al., 2012).HRM outcomes: It assists in acquiring responsibility as well as quality to Pampillano, itcould assume critical part in procedure of human resource management as there arevarious workers who are bounded by superior. It is necessary for manager to developsome strategies; so that they can enhance performance of their staff members. For abovestated purpose, they need to comprehend demand of their labours and by satisfying it,they can keep up reputation of firm.Behaviour outcome: There are some sort of it, which are adopted by Pampillano.it willcomprises Motivation, collaboration, representative bound and along with thishierarchical subject amongst their workers. Performance outcomes: If firm wants to improve their work execution, then, they haveto develop some plans. As a result, association can easily increase its productivity. Alongwith this, it is must for enterprise to produce their items in a creative way, thus they canattract many clients towards them (Lengnick-Hall, Beck and Lengnick-Hall, 2011).Financial outcomes: It is attained by them, as policies of association is much effective aswell as appropriate. If company is financially stable then they can accomplish their workin an effective as well as efficient way.1.2 Difference between HRM, personnel and Industrial Relation practicesThere are various distinctions amongst them because it consists thoughts as well ascontradictions. Human resource management is a unique managerial discipline and containsseveral perspectives which are associated with personnel management and industrial relation.Fundamental purpose of PM and in addition IR is to provide some targets to manager, so thatthey can set goals for their workers. As a result, they will do their work in an effective mannerand accomplish prerequisites of shareholders. Rather than this, human asset administration istheoretical approach which assist company to take competitive benefits from their rivals throughdeveloping some strategies for business (Chelladurai and Kerwin, 2017).Abstractive hypothesis is set up by Storey and it provides some distinctions amongstpersonnel management and industrial relation against human resource management. It can havedistributed into some categories, which are mentioned as below:2

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