Managing Human Resources- Report

Added on -2020-02-12

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ManagingHumanResources
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1 ...........................................................................................................................................41.1 Guest's model of HRM..............................................................................................................41.2 Differences between Storey's definitions of HRM, personnel and practices........................41.3 Implications for line managers and employees of developing a strategic approach to HRM.....................................................................................................................................................5TASK 2 ...........................................................................................................................................52.1 How a model of flexibility might be applied in practice......................................................52.2 Types of flexibility which may be developed by an organisation........................................62.3 Use of flexible working practices from both the employee and the employer perspective. .62.4 Impact that changes in the labour market on flexible working practice:..............................7TASK 3 ...........................................................................................................................................73.1 Forms of discrimination in workplace..................................................................................73.2 Practical implications of equal opportunities legislation for organisation............................83.3 Compare the approaches to managing equal opportunities and diversity.............................8TASK 4............................................................................................................................................94.1 Identify and compare the performance management method ..............................................94.2 Approaches used to managing employee welfare in organisation........................................94.3 Implications of health and safety legislation on human resources practices.......................104.4 Impact of another topical issue on human resources practices...........................................10CONCLUSION .............................................................................................................................11REFERENCES..............................................................................................................................13
INTRODUCTION According to the modern time, managing of human resources is very important for allkind of the organisation. Human resources management is important for managing the policies ofthe organisation and it defines the performance and ability of the employees within theorganisation. Present report contain all the information like, different perspectives of humanresource management, various ways of developing flexibility within the workplace, impact ofequal opportunities in the workplace and different approaches to human resources practices inthe organisation. All these informations are important for managing the effective humanresources (Varma, and Budhwar, 2013). TASK 1 1.1 Guest's model of HRMThe Guest's model of Primark which is based on the management of the humanresources. This model emphasizes on achieving the goal of the organisation for that it providesthe strategic management to the organisation. In this model, it manages the employees of theorganisation. The Guest's model of the Primark company is to provides the financial benefits to theemployees of the company and encourages them for the good work within the organisation. Thismodel is effective for knowing the needs and wants of the their employees and increasing theirperformance. The Guest model are able to provide the power and effective market for theorganisation. In this model, every organisation need to more trust on their employees who areworking in the organisation and assembling the opinion of their employees. This model includesthe different types of the organisation. They are: HR outcomes, HR strategy, performanceresults, financial consequences and behavioural outcomes. So, it is the best model for any kind ofthe organisation.1.2 Differences between Storey's definitions of HRM, personnel and practicesThe Storey's definitions of human resources management is very important for theemployees of the organisation. There are two organisations for the management of humanresources. They are: Primark and Unicorn (Shi, 2010). These two organisation are able toidentify 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 differencebetween the HRM practices, personnel and IR practices. They are followings:Th personal aim of Storey's is to describe the written contract for the organisationbecause 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 thework 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 theconsumers and whereas the personnel is the management of work.1.3 Implications for line managers and employees of developing a strategic approach to HRMThere are many implications of the line managers for developing the strategic approachto 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 organisationeffective. 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 theeffective 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.

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