Managing Human Resource in Unilever UK : Assignment
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Added on 2020-01-07
Managing Human Resource in Unilever UK : Assignment
Added on 2020-01-07
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Managing Human Resource
TABLE OF CONTENTINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................31.1 Explanation of Guest’s model of HRM ................................................................................31.2 Comparison in the differences between Storey’s definitions of HRM, personnel and IRpractices ......................................................................................................................................41.3 Explanation and assessment of the implications for line managers and employees ofdeveloping a strategic approach to HRM ....................................................................................4TASK 2........................................................................................................................................52.1 Explanation with examples of application of model of flexibility in practice in UnileverUK................................................................................................................................................52.2 Discussion on the types of flexibility which may be developed by Unilever UK.................52.3 Assessment of the effects of the use of flexibility in working on employee and theemployers perspective..................................................................................................................52.4 Discussion on the impact that changes in the labour market have had on flexible workingpractices ......................................................................................................................................6TASK 3...........................................................................................................................................63.1 Types of discrimination at workplace....................................................................................63.2 Implication of equal opportunities legislation for organization.............................................73.3 Approaches to manage equality and diversity ......................................................................7TASK4.............................................................................................................................................84.1) Different methods of performance management..................................................................84.2) Approaches to the practice of managing employee welfare in Unilever UK.......................94.3) Implication on health and safety legislation in human resource management.....................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11
INTRODUCTIONArrangements of the work force in a proficiency manner which can make a positiveimpact on the working capabilities of the employees can be stated as a human resourcemanagement (Rynes, Giluk and Brown, 2007) Managing people is an appropriate manner whichcan increase their working efficiency and as well as to management of working environment canmake an impact on the revenues and profits of the company. Management of employees is highlyrequired for any company to increase profitably and as well as it can help to the employees toperform in better conditions. The present report is based on the Unilever UK which is a hugestructured manufacturing company so it is essential for them to manage their employees. Thereport is congaing details on the different perspectives of the human resource management whichcan help to the organisation to develop flexibility in the work place. It is essential for thecompany to manage proper equality in the work place which helps to manage morality in theemployment. At last this report is having approaches for human resources practices in theorganisation. TASK 11.1 Guest’s model of HRM David Guest is producer of its, which describes that human resource management is asubject which is based on the organisations strategic business practices. Traditional managementsystem is having huge difference from this HR manage, The Guest model of HRM work thedifferent dimensions which are; HRM strategy and outcomes, behaviours, performance andfinancial outcomes etc.It can help to the company to improve their financial stability by improving their management inthe organisation, traditional approach of management emphasise only on the management butGuest model has six dimensions which can help to the company to improve their work andactivities on the basis of the Gust model approach. 1.2 Comparability of differentiation in between Storey’s definitions of HRM, personnel and IRpractices Professor John Storey has given this model of HRM which is based on the differentelements of the management which creates clear difference in between the HRM and personal
management (Chen and Huang, 2009). It also creates a difference in between the industrialrelations on the basis of those elements. These elements are based on the trust and assumes,approaches in strategic manner, managing a process in an organisation. A differentiation amongthe personal, human resource management and industrial relations are here; Scope: According to the John Storey, HRM is a vital subject and personal management is a partof it, which impacts on a person. Application: The Storey’s model of management is not easy to apply on an organisation so it isessential for the company to apply basic management which can help to them to make aneffective management in the organisation. Effectiveness: Personal management is not much effective because it has a focus on theparticular person but human resource management is having vital network. So it is having hugeimpact on the organisation’s managerial decisions to increase their effectiveness for theemployees. 1.3 Explanation of benefits development of strategic HRM approach and its impact on linemanagers and employeesIt is essential for Unilever to create change in their management for managers working inline management and employees because these are some key persons which are involved in tothe manufacturing process. So it has a huge need of development in to the lower level ofmanagement which can help to them to manage profitability in the business activities of thecompany (Collins and Smith, 2006). Most of the line managers are experienced in their work soit is essential for the company to give a responsibility to them undertake a new employee andguide him. They have to provide guidance to the employees who can help to increase workingcapabilities and efficiencies of them. So these line managers have to monitor their subordinatesto analyse their capabilities and productivity, it can help to the company to improve costeffectiveness. Line managers are having specialisation in managing people in routine activities,they are technical sound which can help to develop HRM approaches in better manner. Linemanagers are having huge problems regarding to their daily activities so it is essential for themthat their HR will consider their problems.
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