Human Resource Management Practices

This assignment delves into the multifaceted world of Human Resource Management (HRM). It examines key concepts such as managing organizational culture in mergers and acquisitions, human resource practices' impact on turnover, performance management strategies, and the role of HRM in driving corporate social responsibility. Additionally, it explores emerging trends like green HRM and the challenges faced by HR managers in diverse contexts such as Jordan and Asia.

Managing
Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................4
1.1 Guest's model of HRM..............................................................................................................4
1.2 Differences between Storey's definitions of HRM, personnel and practices........................4
1.3 Implications for line managers and employees of developing a strategic approach to HRM
.....................................................................................................................................................5
TASK 2 ...........................................................................................................................................5
2.1 How a model of flexibility might be applied in practice......................................................5
2.2 Types of flexibility which may be developed by an organisation........................................6
2.3 Use of flexible working practices from both the employee and the employer perspective. .6
2.4 Impact that changes in the labour market on flexible working practice:..............................7
TASK 3 ...........................................................................................................................................7
3.1 Forms of discrimination in workplace..................................................................................7
3.2 Practical implications of equal opportunities legislation for organisation............................8
3.3 Compare the approaches to managing equal opportunities and diversity.............................8
TASK 4............................................................................................................................................9
4.1 Identify and compare the performance management method ..............................................9
4.2 Approaches used to managing employee welfare in organisation........................................9
4.3 Implications of health and safety legislation on human resources practices.......................10
4.4 Impact of another topical issue on human resources practices...........................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
According to the modern time, managing of human resources is very important for all
kind of the organisation. Human resources management is important for managing the policies of
the organisation and it defines the performance and ability of the employees within the
organisation. Present report contain all the information like, different perspectives of human
resource management, various ways of developing flexibility within the workplace, impact of
equal opportunities in the workplace and different approaches to human resources practices in
the organisation. All these informations are important for managing the effective human
resources (Varma, and Budhwar, 2013).
TASK 1
1.1 Guest's model of HRM
The Guest's model of Primark which is based on the management of the human
resources. This model emphasizes on achieving the goal of the organisation for that it provides
the strategic management to the organisation. In this model, it manages the employees of the
organisation.
The Guest's model of the Primark company is to provides the financial benefits to the
employees of the company and encourages them for the good work within the organisation. This
model is effective for knowing the needs and wants of the their employees and increasing their
performance. The Guest model are able to provide the power and effective market for the
organisation. In this model, every organisation need to more trust on their employees who are
working in the organisation and assembling the opinion of their employees. This model includes
the different types of the organisation. They are: HR outcomes, HR strategy, performance
results, financial consequences and behavioural outcomes. So, it is the best model for any kind of
the organisation.
1.2 Differences between Storey's definitions of HRM, personnel and practices
The Storey's definitions of human resources management is very important for the
employees of the organisation. There are two organisations for the management of human
resources. They are: Primark and Unicorn (Shi, 2010). These two organisation are able to
identify the capability and sincerity of the employees towards the work of the organisation.

According to the Storey's definition of human resource management, it identifies the difference
between the HRM practices, personnel and IR practices. They are followings:
 Th personal aim of Storey's is to describe the written contract for the organisation
because the human resources management want to go back from the contract.
 In case of this, it provides the personnel advice for taking the effective decision for the
work and activities of the organisation (Bae, Rowley, and Sohn, 2012).
 The step of the effective decision is the little bit slow with the personnel practices.
 The Human Resource management is able to focuses on the needs and wants of the
consumers and whereas the personnel is the management of work.
1.3 Implications for line managers and employees of developing a strategic approach to HRM
There are many implications of the line managers for developing the strategic approach
to the human resource management. The implications of line managers are follows:
 For the management of the people, the line managers of the organisation is to change.
 The line managers are able to manage the work portion and make the organisation
effective.
 The line managers are the specialized experts for the development of the organisation.
 Line managers are able to manage the cost of the effective work.
 The line managers are able to deal with the their clients and consumers.
Implications for employees in developing the strategic approach to HRM: The employees are the
effective team of the organisation and play the important role in the work of the organisation.
There are many implications for the employees in developing a strategic approach to human
resource management. The implications are followings:
 The employees are able to develop the performance and also help in the constant
improvement.
 The production of the organisation can be increase from the performance of the
employees (Jackson, Ones, and Dilchert, 2012).
 The efficiency can be increase from the employee collaboration.

TASK 2
2.1 How a model of flexibility might be applied in practice
According to the Atkinson model, the flexibility is important in different type of practices
because the flexibility is important according to the environment of the organisation. The model
of flexibility includes the numerical, financial and functional flexibility. According to the
Atkinson, the workers has two types. The first one is the core workers and the second one is the
marginal workers (Rahn, 2015).
 Core workers: The core workers are that workers, who has effective skills for effective
work and they are the enduring workers of the organisation. The core workers are defined
by the functional form of the flexibility. This type of workers and employees are able to
do effective work for achieving the goal and objectives of the organisation.
 Marginal workers: The marginal workers are defined by the numerical forms of the
flexibility. The organisation associate the marginal workers for the development of the
organisation. This type of workers are complex according to the Atkinson's.
2.2 Types of flexibility which may be developed by an organisation
The flexibility is important for increasing the production of the organisation. The flexible
environment provides the effective employees for the development of the organisation. The types
of flexibility are followings:
 Functional flexibility: The core workers of the organisation is based on the forms of
functional flexibility. This flexibility is important for the workers because it is helpful in
the combination of the ability and skills of the workers. The functional flexibility is able
to provide the effective relationship between the organisation and its employees.
 Numerical flexibility: The numerical flexibility is also a type of the effective flexibility
because it is helpful for increasing the numbers of the work for the short time. This type
of flexibility is related to the limited employment of the organisation. The marginal
workers are based on the numerical flexibility (Kusluvan, et. al., 2010).
 Financial flexibility: Behalf of the financial flexibility, the organisation can reduce the
cost of the work and increases the profitability for the organisation. The financial
flexibility is important for increasing the performance of the organisation and employees
of the organisation (Cunningham, 2010).

 Temporal flexibility: The temporal flexibility concerned with the hours worked and
concerned with demand of the organisation. The demand work is provided directing to
the flexitime systems.
2.3 Use of flexible working practices from both the employee and the employer perspective
The flexible working practices is important for the employees and position of the
employees. It is used in the different workplace. They are:
 Past time: In this time, the workers are able to work for many possible hours in a week.
So, it is appropriate for the workers of the organisation.
 Job sharing: The job sharing is shared by the two employees of the organisation. In
includes the responsibility and predetermined time. The compensation can be reduced by
the job sharing.
 Teleworking: In this practice, the workers are able to complete their work with the help
of telephone from the home and anywhere if they are comfortable.
 Compressed hours: In this, the workers can work more in a day and total fixed hours per
week. So, it is the compressed hours for the employees.
 Zero hour contract: There are no fixed time for the zero hour contract. In the
organisation, the employees and management are able to reject their task which is
provided.
2.4 Impact that changes in the labour market on flexible working practice:
The labour market on flexible working practice always changes because of the
environment or condition of the market. The flexibility must be structured as labor market
change. The demography is important in the labor market because it identifies the situation of
demand, changes in the work supply and shape of the labor market. In the modern time, the
women contribution increases day by day. The contribution increases the change in the human
resource policy and flexibility facilities. The flexibility is able to comply with the workforce and
demographic changing stages (Marks, and Mirvis, 2011).
The HR manager are responsible for the effective team of the organisation. The HR manager
provides the training and development programme to the employees or the organisation for the
different operations of the organisation. Sometimes the flexibility is important for the
development of the organisation and their employees. So, the changes in labor market are
important on the flexibility working practices (Kakuma, et. al., 2011).

TASK 3
3.1 Forms of discrimination in workplace
There are many forms of the discrimination in workplace. They are:
 Age based discrimination: The employees can be discriminated by the age factors of the
employees of the organisation. The performance and benefits of the employees should
not determine according to the age of the employees.
 Religion related discrimination: The employees may be discriminated by their religion.
According to the organisational workplace, the employees should not discriminated by
the their religion and cannot measure their performance and ability according to their
beliefs.
 Discrimination of disability: The organisation should not treat their employees as looser
rather then they need to improve their skills and performance for fulling the purpose of
the organisation.
 Discrimination in compensation: The human resources policies should be designed for
the motivation and productivity in the workplace of the organisation. The compensation
rate has been framed for any kind of age of the people. The age of different people like,
men, women and young people.
3.2 Practical implications of equal opportunities legislation for organisation
Every organisation need to hold an effective environment for equal opportunities
legislation and free service discrimination. It is helpful for providing the motivation and
employment to the employees of the organisation. The human resources policies are important6
for any kind of the organisation because it maintain the all procedures and actions of the
organisational workplace (Batt, and Colvin, 2011). There are many procedures which can be
done for equal opportunities. They are:
 The effective and comfortable workplace environment is important for all kind of the
employees and it is also helpful for identification of solution of appropriate problem. So,
it provides the comfortable environment to their employees (Guest, 2011).
 There are equal and appropriate opportunities for reward, compensation and promotion of
the employees who are working in the organisational workplace.

 The social law policies is important for the awareness of the employees and make it
effective.
 The government processes are important for the awareness of the employees and helpful
in generating the effective confidence within the employees.
3.3 Compare the approaches to managing equal opportunities and diversity
Approaches of the managing equal opportunities is very much different from the
managing diversity of the organization due to their different concept and complex nature which
enhance their quality according to their demand in the market and the organization. Coming to
the managing equal opportunities means it shows the equality in between all the employees and
workers by conducting various justice program for the employees betterment. Whereas managing
diversity is mainly depend upon the organizational structures and culture which define their way
of conducting all the activities in the organization. Basically the main motive of the managing
diversity is to understand the culture of the organization which describes the norms, beliefs , and
rules and regulation on which overall organization is depended to perform their task and
activities to meet their customers needs and wants by satisfying them. The main aim and motive
of the equal opportunities is to create an environment free from discrimination to built a friendly
environment
TASK 4
4.1 Identify and compare the performance management method
The comparing method of the performance is important for the business pattern,
employee working factors and responsibilities. The methods are followings:
 360-Degree feedback: It includes customers, supervisors, peer group and team member
for evaluation of the compare method. This evaluation is helpful for providing the
feedback and effective finding for the performance (Sharma, Sharma, and Devi, 2011).
 Management by objective: The management of the objective is also important method for
the management of the performance. This method provides the certain objectives at the
certain time period for the settlement of the employees and managers (Cowling, 2013).
 Physiological appraisal: The physiological appraisals is important for the evaluation of
the employees, mental stability and analytical ability,effective skills. It provides the
effective position, role, effective techniques for the employees of the organisation.

 Assessment centers: In this method, the employees and manager work within a
organisation and participate for the effective work.
4.2 Approaches used to managing employee welfare in organisation
There are so many approaches and principles needs by an human resource management.
These approaches helps in employee welfare so as they can easily trust and belief upon these
organisation. Labour welfare approaches helps to aware employees with their rights and duties.
Moreover, various approaches of employee welfare reflect on the evolution of the concept of
welfare. It seeks employees are treated in well being or respectively with their managers. If any
manager behave unethically with any labour so as employees have to take any legal actions upon
their employees. Labour welfare also involves regular wages and salaries of employees.
4.3 Implications of health and safety legislation on human resources practices
Health and safety seen as a separate function of human resource management. It is the
responsibility of every managers that they also put strategics and polices in order to improve
employees health and their safety. If employees health are not well so as they are not able to
perform well in overall organisation, so as it impact on their productivity and efficiency. It is
legal duty of business organisation that is focus on their employees health. Along with this,
employees also prefer that kind of organisation which values their health and safety, so
companies have to starts health programs and sessions (Daley, 2012).
4.4 Impact of another topical issue on human resources practices
There are many issues for applying the effective and efficient recruitment procedures, process,
appropriate profitability, minimising the discrimination and human resources issues and etc.
(Jackson, et. al., 2011). The certain issues are followings:
 Maintaining the diversity in the workforce.
 Need to implement effective and appropriate techniques.
 Need to apply appropriate and suitable evaluation tos some problem areas.
 Apply effective and appropriate safety at the workplace of the organisation.
 Need to reducing the discriminations of the different patterns.
 Effective and appropriate training facilities to the employees of the organisation.
 Giving the discrimination for appropriate performance of the employees.
 Maintaining the effective workplace at the different level.

CONCLUSION
In this report, it has been concluded that managing human resources is important for all
kind of organisation. In this present report, it has been also concluded that it human resources are
capable for manage the employees work and their capability towards the organisation. It has
been also concluded that what are the issues over there for human resource practices. Without
human resources the organisation cannot work effectively. So, the organisation need to manage
to effective human resources for the procedures of the organisation and also need to implement
the new strategies for managing the human resources at the organisational workplace.
REFERENCES
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Shi, L., 2010. Managing human resources in health care organizations. Jones & Bartlett
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Cowling, A., 2013. Pay policy, pay processes, and the management of. Managing Human
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Online
Guide to Managing Human Resources. 2017. [Online]. Available
through:<http://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr>.
[Accessed on 13th may 2017]