Strategic HRM for Flexibility

This assignment delves into the significance of strategic Human Resource Management (HRM) in creating a flexible work environment. It examines various models and frameworks, such as Storey's model of HRM, and analyzes how HRM practices can be aligned to promote flexibility within organizations. The assignment emphasizes the importance of considering factors like employee motivation, organizational culture, and legal requirements when implementing flexible working arrangements.

Managing Human
resource

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explanation of Guest's model of HRM.................................................................................1
1.2 Differences between Storey’s definitions of HRM, personnel and IR practices..................1
1.3 Implications for line managers and employees of developing a strategic approach to HRM
.....................................................................................................................................................1
TASK 2............................................................................................................................................1
2.1 A model of flexibility............................................................................................................1
2.2 Types of flexibility which may be developed by business...................................................1
2.3 Assessment the use of flexible working practices from both the employee and the
employer perspective..................................................................................................................1
2.4 Impact of changes in the labour market................................................................................1
TASK 3 ...........................................................................................................................................1
3.1 Forms of discrimination in the workplace............................................................................1
3.2 Discuss the practical implications of equal opportunities legislation for an organisation ...1
3.3 Approaches to managing equal opportunities and managing diversity................................1
TASK 4............................................................................................................................................2
4.1 Comparing different methods of performance management ...............................................2
4.2 The approaches used to managing employee welfare in your organization ........................2
4.3 Implications of health and safety legislation on human resources practices.........................2
4.4 Impact of one topical issue on human resources practices ..................................................2
CONCLUSION ...............................................................................................................................2
REFERENCES................................................................................................................................3

INTRODUCTION
Managing human resource is an effective process in which planning, directing,
monitoring and controlling activities can be performed by the manager. Every organisation
manages their human resource so that firm can accomplishes their future goals. Thus, without
managing the human resources, no business can operate their operational activity appropriately it
is important for the HR manager to take responsibilities, so that they can manage their personnel
well. To manage the resources, manager use various types of strategies and techniques to create a
better level of performance in an organisation (Longenecker and Fink, 2013).
The present report describes the different perspective of human resource management in
Hilton hotel, it includes guest model of HRM. There are different kinds of strategies such as
Storeys definition of HRM, personnel and IR practices are defined. It assesses the implications
for line manager and employees for developing a strategy for effective management of human. In
second task, it describes the flexibility model which are applied at a workplace and also type
which make impact in the workplace in an organisation. Furthermore, it also describes the impact
of equal opportunities at the workplace and at last various approaches which are used in human
resource practices are describe in the report.
TASK 1
1.1 Explanation of Guest's model of HRM
An organisation needs to determine an effective approach of monitoring and improving
the overall performance of their employees. In the context, Hilton hotel also needs to determine
the various kinds of approaches and techniques, so that they can evaluate and monitor all
activities of their personnel which are performed by them. Hotel focuses provides best quality of
products and services to their customers, by which business unit needs to determine the effective
tools and techniques. By adopting such techniques firm can enhance their profitability. The
guest model also helps to HR manager,so that they can manage the staff for the business
enterprise (Macfarlane, 2011).
David Guest is the founder of this model. This model was founded in 1989 and it
includes six dimensions for analysing the HRM strategy. All the six dimensions like strategy,
practices, outcomes, behaviour results, performance and financial outcomes were help to manage
the employees effectively in an organisation. According to this model, business strategy is
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determined as per the past performance. It mainly focuses on adopting strategic techniques of
HRM which help to determine the company's goals. This model believes that company firstly
focuses on individual needs, after that they can collect the workforce to increase the performance
level. As per the case, manager of the Hilton hotel focuses to provide quality of products and
services to their customers and increases the productivity or profitability of an organisation.
Thus, firm highly attract their potential customers by rendering quality products and services. By
using such model techniques business can create effective strategies and structure. Thus, firm
can ensure their development by managing the personnel effectively (Perry, Hondeghem and
Wise, 2010).
1.2 Differences between Storeys definitions of HRM, personnel and IR practices
To manage the human resources, it includes various kind of management policies,
practices, decisions, methods and approaches, by using all these kind of management activities,
development of personnel can be done effectively (Wright and McMahan, 2011). HRM also
make complete record, as per such this firm can achieve the individual and organisational goals
easily. In 1992, Professor Storey presented the theory which include the idea by which traditional
personnel can be changed in HRM easily. He stated that HRM is an essential and strategic
approach which help to manage the appropriate records of personnel. As per the maintain record
company can set their goal and accomplish them in future. According to his point of view, HRM
techniques is an effective for securing and increasing the high performance of an employees. He
also gives two types of HRM techniques which is a part of Guest model:
Hard HRM- As per this, manager adopt all those policies and strategies so that they can
make effective monitoring and control in employee’s activities through qualitative performance
management. In this method, manager need to manage the people by which they get the value for
their performance which make positive impact of company competitive position (Pfeffer, 2010).
Soft HRM- In this approach, employees play an important role for decision-making
process. Manager participate freely and give their opinion in the decision-making process of a
company.
Hence, as per the Storey's point of view, in traditional personnel management there will
be strict rule and monitoring over the employees and all the employees is treated as a cost so that
company always try to minimize them. On the other hand, while managing the resource by
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effective HRM techniques employees is treated as an asset not a cost so that they play an
important role in decision-making process and also help to enhance the profitability of an
organisation. Two organisation like Hilton hotel and Ritz Carlton hotel use the different HR
strategies to manage their human resources. Hilton hotel use HRM approach, in which
employees are play an active role for the growth of a firm. In this employees make active
participation in decision-making process and treat as asset. Employee's welfare and motivation
are mainly focused by the company so that by increasing their level of efficiency firm can
achieve their goals. On the other hand, Ritz-Carlton Hotel use the personal and IR practices
approach for managing their resources. They treated as a cost and making strict control over
them firm make effective control in employee's activity.
1.3 Implications for line managers and employees of developing a strategic approach to HRM
Every kind of business organisation, line manager and employees play an important role
to develop a strategic approach to HRM. In addition to this, both the line manager and employees
determine the information and aspect which affect the organisational functioning. (Stone, 2013).
They also use technical specialist and monitoring the process so that they can determine the
functional and operational framework. Line manager of Hilton hotel maintain the records, so that
they can measure operational activity and also determine the quality of employees. In this way,
they can deal with customers directly to increase the productivity.
Employees on the opposite site, help to develop performance statics and help to
implement a statistic plan for managing the human resource in an organisation. In Hilton hotel,
employees help to increase the productivity by giving quality of product and services to the
customers. Hence, employees need to make effective plan in which they firstly set their
capability as per the target and using strategies employees are able to achieve the target. In this
way, employees affect the organisation growth. Hence, line manger and employees are link with
each other. HR and line manager communicate with each other to determine the skills and
qualification which required in departmental function. By making strategic planning between HR
and line managers involves rechecking the project which is realted to the demand of the
employees. By providing effective training and development is an HR function that prepares
line managers which is a leadership task. To solve the conflict between workers, employees and
line manager can work together in an organisation.
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TASK 2
2.1 A model of flexibility
Illustration 1: Model of Flexibility
(Source: Storey, 2014).
After analysing the performance analysis of Hilton Hotel, organisation founds that they
need more efforts and improvement so that they can improve their ability and capabilities. Model
of flexibility is a kind of model which can acquired by the different companies so that they can
fulfil their different requirement. This kind of model is basically relating to employee’s comforts
like their working hours and conditions etc. As per the context of Hilton hotel, organisation use
flexibility of model to get benefit of their employees as well as they also meet their customers, so
that they can find out their needs and want. In this way by using this model organisation can
achieve their future goals effectively.
In Hilton Hotel, HR manager needs this kind of model so they can provide effective
working environment to their employees so that they can work effectively and accomplishes the
organisation's goal. In addition to this, by using the flexibility model it helps the manager to
retain the employees and encourage them so that they can work better. As per the Atkinson
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model, by improving recruitment and retention in workplace hotel can provide effective
workplace to the employees. This model of flexibility is provided to both employers and
employees. For example: Hilton Hotel using workplace flexibility by examined the situation and
make effective activity so that they can provide best alternative to their employees.
2.2 Types of flexibility which may be developed by business
There are different types of flexibility which are adopted by the different enterprise. In
the context, Hilton Hotel use different types of flexibility for their employees as per their
business and targeted market place. All types of flexibility are as follows:
Functional flexibility- Functional flexibility also known as task flexibility, in which there
are various kinds of skills and knowledge that individual have so that they can accomplishes
their task to achieve the organisational goals. In order to this, management provides effective
training to employees and they can develop in their new skill and capabilities. By using this
flexibility approaches, its main aim to achieve higher productivity so that firm, can achieve their
goals and also increases their profitability.
Location flexibility- This type of flexibility helps the management to provide flexibility to
their workers and employees, who can work far from the office plant. In addition to this, such
employees can connect with the office plant through internet or any kind of electronic medium.
Such kind of flexibility provides benefits for both employers and employees so they can they
reduce the cost and enhance the productivity (Lawler, 2012).
Temporal flexibility- Temporal flexibility is used when organisation wants to increase the
working hours of an employee so that demand will be increases. In Hilton Hotel, use the
temporal flexibility when firm realize that there will be high demand of extra work and
production. Thus, it will help the firm, so that they can acquire high level of attention from the
customers.
Numerical flexibility- Under the numerical flexibility, Hilton hotel make quantitative
changes capabilities in a firm. For example: number of employees which are present in an
organisation, profit margin, price of the services, quantity of sales etc.
2.3 Assessment the use of flexible working practices from both the employee and the employer
perspective
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For accomplishing the task, flexibility is adopted by the employees and organisation so
that better results can be achieved by them. By adopting the flexibility, Hilton Hotel is beneficial
for the both perspective of employees and organisation, which are as follows:
Organisational perspective- As per the organisational point of view, the main objective
of Hilton Hotel is to provide quality of products and services to their employees so that it can
expand the productivity and profitability. Hilton hotel mainly deal in fulfilling the needs and
wants of the customers, so that firm mainly focuses on the taste, preference and demand of the
customers. Thus, flexibility in the working practices increase the capabilities of the business so
that firm can fulfil their essential; requirement in the market. By making improvement in
organisation structure and environment it helps the hotel to increase their workforce in their
operational activity.
Employees Perspective- As per the employees’ point of view, this kind of perspective is
mainly focus to increase the performance and capabilities of an employees. It also helps to
motivate the employees by giving equal participation, salary, increment so that employees get
motivated and work as per the great ability (Landy and Conte, 2009). In addition to this, all the
personnel also get influenced by giving them opportunities so that they can increase together
productivity in an organisation. Employees perspective also include the proper management of
works so that each responsibilities and task were allotted as power the employees’ ability, skills
and knowledge. This perspective also has some limitations that working practices by
multitalented people increase the productivity but also it makes burden on them in an
organisation. Hence, By giving extra wages to the employees, proper lighting and air facility,
urinary facility, by making health schemes etc. help the organisation to achieve their goals by
giving flexible environment to the employees. Providing facility to operate their work as per
their suitability are best tool to provide location facility to the employees. By using this method,
Hotel can examine the fluctuation ion demand and supply of a particular services. Hence by
using all these types of flexibility it help to motivate the employees, making complete retention
and commitment with them.
2.4 Impact of changes in the labour market
By using flexibility working practices it makes positive as well negative impact on
employer and employees in the Hilton Hotel. There are various kinds of elements which
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influence the flexibility changes in the labour market. Changes in labour market, it makes impact
on the statics of employment. Employment statics represents the fluctuation in the structure of
employees and quantity which make impact in Hilton Hotel working and employability. Flexible
working practices also make impact on demographical dividend in the hotel (Kotey and Sharma,
2015). Demographic impact also increases the ratio and as a result persons are allocated as per
their age, structure, occupation, qualification, talents etc. Thus, it makes directly impact on the
wages and salary of employees. Under this HR manager allocate the salary and wages of the
employees as per their contribution, capabilities, skills and outputs. Impact of labour market
changes include changes in number of women, students, older people which make great impact
in organisation activity. There working style and demand related to the organisation also make
great impact in flexible working. For example: Emergency room or rest room for women are
essential to provide facilities to them.
TASK 3
3.1 Forms of discrimination in the workplace
Discrimination refers to the unfair treatment of a person or group different from others.
In an organisation differentiation can be made on the basis of age, colour, gender, nationality,
caste etc.
Discrimination on the basis of ethnicity- This type of discrimination occurs in Hilton
Hotel when employees are hired in unethical manner. In this way, it will create dis-satisfaction
among the employees Thus, organisation need to develop fair and ethical hiring strategy of
employees (Koh and Sebelius, 2010).
Discrimination on the basis of religion- This kind of difference is happening, when in
Hotel employees working in different religious backgrounds workers. In this way, organisation
give priority and importance each individual on the basis of their religion.
Discrimination on the basis of disability - To hire the employees, Hilton Hotel give
opportunities to all the employees as per their ability, skills and knowledge so that there will be
no condition of hiring people which are not satisfied with the job. Hence, company can adopt
ethical techniques so that organisation can hire the people appropriately.
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Sexual harassment – Sexual Harassment is a condition which consist of such kind of
behaviour that individual feels offended or humiliated. It can be in the form of physically and
verbally to the individuals. Thus, it creates very bad image of the organisation, so that company
need to make effective rules and act which give security to their employees.
Age discrimination - When individual is treated as very unfriendly manner because ofg
their age, such conditions are arising in age discrimination condition. Thus, company provide
equality of employees’ son that they can perform well (Kakuma, 2011).
3.2 Discuss the practical implications of equal opportunities legislation for an organisation
The practical implication of equal opportunities legislation helps the Hilton hotel group to
framed legal and legislative framework which is related tom the working style of a company.
Such legal legislation makes positive as well negative impact on company's operational activity.
There are various kinds of practices which is related to investments of funds, time and providing
training & development to the employees. These legal practices are a time consuming process
but it also beneficial to minimize the cost in an organisation. Company working on the basis of
such practices make the equal opportunities to employees and it also help to securing the growth
of the organisation (Guest, 2011). Legislation related to the recruitment policy help to maintain
the reputation of the company. It helps to attract the people who have specific skills and
efficiency to perform a perform a work effectively. Furthermore, this legal and legislation
practices help to protect the employees against the discrimination like sexual harassment,
inequality, religion, age difference etc. All those laws are framed by the government which must
be obtained by the firm. Hence to implement the legal practices and law related work helps in
smooth functioning of the business activities. It also help to identify the need of the employees
that what they want in an organisation. It provide free atmosphere to the employees so that they
can share their ideas freely without having any hesitation.
3.3 Approaches to managing equal opportunities and managing diversity
Equality is ensuring the individual or groups of individuals are not treated differently on
the basis of their specific protected features like area, gender, disability etc. Diversity aims to
identify, respect and value people's differences to contribute and realise their full potential by
promoting an inclusive culture for all staff. It help in the Hilton hotel by treating all staff fairly,
creating an inclusive culture for the employees, giving equal opportunities by which employees
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develop full potential and it also include all the policies, procedure which do not discriminate.
There are many peoples who want to work in a Hilton Hotel. Thus, company needs to manage
the different culture and religious people, so that company can adopt workforce diversity. Thus,
HR manager determine to provide equal opportunities to the employees so that they can manage
the diversity in the workplace by using legal practise / policies. In the Hilton Hotel, they adopt
practise and policies so that it will be beneficial for the workers because all such policies
encourage the workers to give their best efforts in a firm (Ivanovic and Collin, 2015). It also
provides security and efforts so that employees feel comfortable at workplace. Hence, to manage
equal opportunities and managing diversity relates the force of the changes such as external
forces. All the forces of Hilton Hotel which makes an impact externally like government
legislation, social fairness and rights of the employees etc. affect the operational activities and
also provide equal opportunities within the enterprise. The primary subjective of give the
equivalent possibility to all worker to make the effectual activity situation inside the business
concern. More over the top management in the Hilton hotel use the come through equivalent
chance and variety is mostly the impelled by inner unit within the organisational structure and it
is instantly affiliated with definite asthenic points which existing in the business project. With
the help of this fair policies and practices, organisation can able to build the sound relation to
their employees also there has develop the effective culture for business (Glendon, Clarke and
McKenna, 2016).
TASK 4
4.1 Comparing different methods of performance management
In a cited hospitality firm where large number of employees are working in various
department so that by excel all the revenue and income firm can estimate the actual turnover of
cited enterprise. Hence, Hilton Hotel is mainly focus on performance appraisals and management
by objectives. On the other hand, Marriott can measure 360-degree feedback to analysis the
actual performance of the employees. This technique helps to analysis the effectiveness of a
company. Performance management is a process by which HR manager can monitor, evaluate
and make effective control in employees’ activity. By scrutiny analysis of the employees’
performance manager of cited hospital firm can take effective measurement tools so that they can
find the effective areas where the people are really required. By using personnel management,
Hilton Hotel will be able to provide quality of products to their customers and achieve their
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future goals. In a cited hospitality firm, HR manager take the responsibility to strengthen their
performance and provide them necessary training and development. In addition to this, it is also
important to give the feedback from those people who are continuously giving there services in
the hotel. Performance management also motivate the employees so that they can do their work
more effectively and in an appropriate manner (Flamholtz, 2012). Here, motivation include two
type of motivational techniques such as positive and negative motivation. In positive motivation,
it includes onus, extra wages, increment etc. but on the other hand negative motivation include
fear of job like hike of salary, suspension, transfer of the employees etc. Hence, both the methods
helps the organisation to find out the issues and problems which are faced by the employees. By
using feedback and identifying the attitude of employees helps the manager to take corrective
action and make effective improvement as per the need.
4.2 The approaches used to manage employee welfare in your organization
Human resource management is essential element in the UK public policy. It is essential
for every business to manage their resources so that they can accomplish their goals.
Organisation also use various measuring techniques so that it provides safety and welfare of the
employees (Dent and Whitehead, 2013). It is also important to provide effective environment so
that company can achieve the goals and objectives. By giving welfare facilities to the employers,
it also creates the morale in a higher level. There are various kinds of welfare schemes which are
divided into two parts: One is statutory and second is non- statutory, which are as follows:
Rest Rooms- Company provide rest room facility to their employees, so that they can
time for rest due to emergency. Company provides such facility to sick people and pregnant
women who are working in the organisation (Currie, Finn and Martin, 2010).
Canteen facility- This facility helps the employees to spend some time for taking lunch
and refreshment. These facility makes them refresh so that they can work better.
Urinary facility- It is very important to provide the employees with clean and proper
toilets. There should be adequate number of toilets according to the strength of the organization.
Proper sitting facility- Company should provide proper sitting areas for the employees. It
includes proper hygiene place, proper lighting, air etc. so that employees can work effectively.
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Drinking facility- The company should make sure the hygiene factors of the employees.
They should provide clean and healthy drinking water to keep them fit (Chen, 2016).
360-degree include feedback from an employee's subordinates, supervisor as well as self-
evaluation by the employee him or herself. On the other hand, behavioural approach include the
identification of human attitude towards the work in an organisation.
4.3 Implications of health and safety legislation on human resources practices
There is a main role of any organisation that they should built effective rules and policies
so that it would be beneficial for the employees in regards to their health and safety in
organisation. In addition to this, Hilton Hotel require to make effective policies for providing
health and security of an employees. All this legal rules and regulations helps to secure the
interest of individual in an organisation. There are various kinds of act which are imposed to
provide health and safety of employees in an organisation, which are as follows:
Working time regulations act, 1988- This act is mainly focuses on the time duration in
which individual can perform their work in an organisation. According to this act, an individual
who can work more than actual; working period than individual will be rewarded in the form
incentives, bonus etc. On the other hand, if a person is performing less than the actual working
period than they will be punishable in the form of hike of salary, demotion etc. Thus, working
hours in an organisation must be flexible so that as per the flexibility individual can manage their
own work for accomplishing their goals (Bamberger, Biron and Meshoulam, 2014).
Health and safety act, 1974- This act is necessary for the firm that they will provide the
health care facility like hospitality, providing emergency room to the employees. In this way, act
is mainly focus on provide safety and security of an employees against any kinds of fraudulent
activity.
4.4 Impact of one topical issue on human resources practices
This is the main issue which makes an impact on HR practices in an organisation. Hilton
Hotel also uses hospitality services so that firm can secure the long-term recruitment and
selection process for an employee. In addition to this, organisation also invest lots of time and
money for hiring right person at a right place. Firm also focuses on their competitive advantage
so that they can revival their sick units (Atapattu and Jayakody, 2014). In addition to this, cited
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firm also focuses on e-recruitment techniques so that they can hire the person through online.
There are various kinds of advantages and disadvantages which are as follows:
Advantages:
 It also helps to reduce the cost.
 It also provides 24*7 services to the customers.
 It mainly focussed to provide quality of products and services to the customers.
 Helps to improve the selection procedure through online etc.
Disadvantages:
 It is a time-consuming process because it takes lots of time to check the documents which
are provided by the applicants.
 There is no surety of worker about their work.
CONCLUSION
As per the above report it can be concluded that human resource management is a
necessary feature of the business organisation. Guest Model is a deserving method to carry off
the employees of the firm. Discrimination is an issue which is not good for the reputation of the
firm and has to be avoided. There are different methods of performance review such as meetings,
360 degree feedback, progress plan etc. Company should focus on managing the welfare of its
employees. In this project report the discussion has been done on the employees’ welfare
approaches and also it outlined that how these conceptualizations have effect on the health and
safety legislation on the human resources practices. It has been evaluated the impact of topical
issue on human resources practices. The discussion has also done the implication of equal
opportunities and diversity in the business practisees (Akhtar and Malik, 2016).
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Guest model of HRM. 2016. [Online]. Available through:
<http://www.cimaglobal.com/Documents/ImportedDocuments/ci_julaug_02_p20-21.pdf>.
[Accessed on 11 June 2016].
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