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Managing Human Resources: The impact of flexible working practices on IHG 7 TASK 1- TOPICAL ISSUE 103.1 Expllicit results from IHG 7

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Added on  2019-12-17

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Managing Human Resources INTRODUCTION 3 TASK 1 ESSAY 3 1.13 1.24 1.35 TASK 2- TOPICAL ISSUE 6 2.1 Explaining how a model of flexibility might be applied to IHG6 2.2 Discussing the types of flexibility that can be developed by IHG 7 2.3 Assessing the use of flexible working practices from the perspective of employee and employer 8 2.4 Discussing the impact of changes taking place in the labour market have had on flexible working practices 9 TASK 3- TOPICAL

Managing Human Resources: The impact of flexible working practices on IHG 7 TASK 1- TOPICAL ISSUE 103.1 Expllicit results from IHG 7

   Added on 2019-12-17

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Managing Human Resources
Managing Human Resources: The impact of flexible working practices on IHG 7 TASK 1- TOPICAL ISSUE 103.1 Expllicit results from IHG 7_1
TABLE OF CONTENTSintroduction......................................................................................................................................3TASK 1 ESSAY..............................................................................................................................31.1.................................................................................................................................................31.2 ................................................................................................................................................41.3 ................................................................................................................................................5TASK 2- TOPICAL ISSUE.............................................................................................................62.1 Explaining how a model of flexibility might be applied to IHG...........................................62.2 Discussing the types of flexibility that can be developed by IHG........................................72.3 Assessing the use of flexible working practices from the perspective of employee andemployer .....................................................................................................................................82.4 Discussing the impact of changes taking place in the labour market have had on flexibleworking practices.........................................................................................................................9TASK 3- TOPICAL ISSUE...........................................................................................................103.1 Explaining the forms of discrimination that can take place within the workplace..............103.2 Discussing the practical implications of equal opportunities legislation for IHG...............103.3 Comparing the approaches to managing equal opportunities and diversity........................11TASK 4- TOPICAL ISSUE...........................................................................................................114.1 Identifying and comparing the methods performance management....................................114.2 Assessing the approaches used by IHG to managing employee welfare.............................124.3 Discussing the implications of health and safety legislation on HR practices....................134.4 Evaluating the impact of another topical issue on HR practices.........................................13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................152
Managing Human Resources: The impact of flexible working practices on IHG 7 TASK 1- TOPICAL ISSUE 103.1 Expllicit results from IHG 7_2
INTRODUCTIONManaging human resources is a primary function of human resource manger foremployee welfare. Under this the manager is liable to perform various managing activities thoseare controlling, planning, resource allocation etc. In this manager is also liable to give directionto employees in order to achieve the ultimate organizational goals (Singh and Burke, 2013). Alsoit is prime responsibility of manager to maintain coordination and motivate employees todevelop a suitable working environment for employees. Inter Continental Hotel Plc is a Britishmultinational company that have around 5028 hotel across the world. IT headquarter is situatedat Denham, UK (About IHG, 2016). Moreover, the report will demonstrated the David guestmodel of HRM and its implications for the both the line managers and workers as well. Later thereport will include a discussion on different types of flexibility developed by the IHG hotelgroup. Furthermore the report will include a comparison on the approaches used in managing theequal opportunity as well as diversity. In the end, the assignment will pay focus on the health andsafety laws and regulations which an entrepreneur needs to follow to assure proper safety at theworkplace.TASK 1 ESSAY1.1The following model of HRM was introduce by the David Guest. He defined humanresource management as a different form of compliance that is based on the personnelmanagement (PM) or is a advance version of PM. Firstly, David Guest Model seeks to commit tocompanies objective secondly the model states that HRM is linked with strategic management ofthe organizations. HRM also focuses on needs or employees rather than going for collectiveworkforce. It also enables the Intercontinental Hotel Group to devolve power to make thebusiness activities more flexible (Ahmed, 2013). David Guest also states that the HumanResource Management consider workers as the important part of the organisation. This approachemploys a different perception for managing the workforce and other activities such as trainingand selection of staff members. In the model, David Guest has come out with numerous ways through which entity cangenerate employs with higher commitments and performance.The model presents the3
Managing Human Resources: The impact of flexible working practices on IHG 7 TASK 1- TOPICAL ISSUE 103.1 Expllicit results from IHG 7_3
relationship between employees performance and the human resource management practices(Progoulaki and Theotokas, 2016). The model comprises 6 dimensions of HR managementwhich is totally different from the traditional way of personnel management that are describedhere as under: 1.Firstly, corporations HR professionals have to frame strategies and policies to managetheir workforce, known as HRM strategies. This is the base for managing entire group ofthe business personnel. Effective strategies are considered appropriate because it helps tomanage effectively the employees or vice-versa. 2.HRM practices involve recruitment and selection programme, appraisal and rewardsystem as well. In this, IHG focuses to select highly talented workers and also motivatethem through rewarding and recognising their performance, so that, they will be willingto deliver best services (Edwards and Bach, 2012). 3.HRM outcomes comprise highly committed and talented people and qualitativeworkforce so that customers can be served in the best manner. 4.In the behavioural outcome, IHG can gain motivated workforce who will be ready to givetheir best efforts to complete their assigned tasks and duties with higher level ofefficiency. Through this, co-operations can be maintained by the involvement of all theparties who are working in the hotel. 5.Performance outcome are directly related to the staff productivity. It is important for theIHG to increase their employee’s productivity by improving their quality of work,bringing innovations and declining absenteeism and turnover etc. it also assist hotelier tomanage their workplace conflicts in an effective manner. 6.All of this outcome will definitely assist IHG to reach financial targets by gaining morenet earnings and ROI as well (Pant, 2015).1.2 According to Storey’s approach to HRM, there are number of changes had taken place inthe past century. Previously, companies are engaging in personnel management, shortened toPM. However, in modern times of current years human resource management is also concernedwith the administrative, record keeping, organizing, job designing, etc tasks along with employeewelfare and benefits. 4
Managing Human Resources: The impact of flexible working practices on IHG 7 TASK 1- TOPICAL ISSUE 103.1 Expllicit results from IHG 7_4

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