Human Resource Management Analysis

This assignment delves into the multifaceted world of Human Resource Management (HRM). It examines HRM's role in areas such as environmental sustainability, mental health care, tourism & hospitality, mergers & acquisitions, and corporate social responsibility. The analysis draws upon academic research and resources to shed light on contemporary HRM practices and challenges.

Managing Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Guest's model........................................................................................................................3
1.2 Difference between John storey definition and other organization......................................3
1.3 Implications for line managers and employees of developing a strategic approach to HRM
.....................................................................................................................................................4
TASK 2............................................................................................................................................4
2.1 Model of flexibility applied on the organization...................................................................4
2.2 Types of flexibility................................................................................................................5
2.3 Use of flexible working practices for employee as well as employer...................................5
2.4 Impact that changes in the labour market due to flexible working practices........................6
TASK 3............................................................................................................................................6
3.1 Forms of discrimination take place at work place................................................................6
3.2 Practical implication of equal opportunities legislation for an organization........................7
3.3 Comparison of approaches to manage equal opportunities and managing diversity............7
TASK 4............................................................................................................................................8
4.1 Comparison of performance management methods..............................................................8
4.2 Approaches used by managing employees welfare in the organization................................8
4.3 Implication of health and safety legislation on human resources practices..........................8
4.4 Impact of topical issue on human resources practices..........................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Managing human resources is all about personnel development which means it shows the
management of humans and labour in the organization in an appropriate manner. In fact, human
resources play a very eminent role because all other resources are handled and organized by the
labour only (Bae, 2012). Basically, managing of human resources describes the actual
management of humans by creating a healthy and peaceful environment for the organization by
conducting various growth and development programmes. Apart from this, management of
human resources also signifies effective role of labour by analysing all internal and external
factors existed in the enterprise.
TASK 1
1.1 Guest's model
TESCO is a one of the multinational organization dealing with grocery items for their
customers which is famous for its household products at the market place. This organization also
worried about the human resources management so they need to apply or follow appropriate
model to improve their conditions of labour. The two guest models are David Guest's which is
famous for its human resources strategies to overcome all the upcoming problems and issues
which may emerge in the organization. Basically this guest model is based on assumption to
improve the current scenario of HR department by motivating their employees towards their
goals and objectives (Batt, 2011). Whereas the another guest model is the John storey model
believes in informing the decisions take place in the organization to the labour which means it
gives a authority to the employees to plays a role of leadership. Apart from this it also try to
increase the trust of the employees by creating a healthy and peaceful environment of the
organization by encouraging them to go beyond the contract.
1.2 Difference between John storey definition and other organization
John storey guest model believes in creating a value which means according to their
definition, they feel that humans are valuable assets for the organization by gaining their
employees commitment (Colvin, 2011). Whereas according to the other organization for
example Mark Spencer and EFL having their own definition of human resources which means
they follow their different and unique way of idea according to their product demand. Basically,
all the organization existing at a international level follow appropriate model according to their

organization requirement to enhance their human resources quality with adoption of effective
strategies (Cowling, 2013). Apart from this management of human resources is not an easy task
because it requires an appropriate planning procedure with effective methods or programmes to
handle all the humans by developing them internally and externally. In fact organization
strategies are differing from each other because of their size and product. In additional definition
of the human resources or handling of a labour is very difficult to define because of their
complexity and it also consist of very broad concept which require a experts advice and
experience persons.
1.3 Implications for line managers and employees of developing a strategic approach to HRM
Line managers play a very eminent role in development of the TESCO
organization by implementing various programs with the help of higher authority to develop the
employees. Line managers act as developers for the people because they are the mediator
between organization and customers by managing all the operational activities which may take
place in the production process (Cunningham, 2010). Apart from this, line managers also
organize all the task and activities in a proper manner to avoid mistakes and misunderstanding
while performing their work which may build their standard goodwill and image in the
enterprise. In fact, line managers are the person which have direct contact with the customers so
they are liable for development and try to make appropriate strategies to develop human
resources by using the accurate data and information. At the end, line managers and employees
are responsible for the entire task related to the customer because they have direct contact with
the clients.
TASK 2
2.1 Model of flexibility applied on the TESCO organization
Flexibility is the term which describes the changes or modification in the present scenario
that means flexibility shows the requirement of modification due to any reason to meet the
organization needs (Daley, 2012). The main reason behind the flexibility is due to the change in
business environment which may somehow encourage the organization to adopt the flexibility
model according to the demand of flexibility in cited enterprises. Flexible firm model defines
four types of flexibility:-

 Functional: - Functional flexibility shows the functioning of the employees by changing
their workload and production methods. This is designed to improve the scenario or
efficiency of employees by reducing cost. Numerical: This flexibility shows the relation of inputs and outputs by producing product
to acquire more and more outputs on the minimum inputs. Financial: - Financial changes emerge due to increase in the cost and expenses which
required large amount of capital (Guest, 2011). Distancing strategies: - Distancing strategies is all about planning for transformation of
product from one place to another.
2.2 Types of flexibility in the TESCO enterprise
Various types of flexibility used by the cited organization mainly to define the role and
responsibility of different flexibility according to their usage in the organization to develop it
internally and externally to meet the objectives of the cited organization. Flexibility is
beneficiary for employee as well as employer to get accurate results with some modification
(Jackson, 2012). Flex time: - flex time is applied in most of the industries because it is the duration in
which employees can perform their choice of activity to refresh their mind. Job sharing: - job sharing means in which employees can share their work load with
other employees to get some relief with sharing their duties and responsibilities. Expanded leave: - Expansion in leave gives more flexibility to the employees and
employers both. Expanded leave is either based on paid leave on non paid leave but it
also motivate the employees to be loyal towards their work
(Ones, 2012).
 Work and family programs: - Family programs are also one of the major types of
flexibility at a work place which create a healthy and friendly environment in between
employees and higher authority.
2.3 Use of flexible working practices for employee as well as employer of the TESCO company
The use of flexible working practices means working in a effective environment by
having a more and more flexible hours to reduce their stress and work load( Dilchert, 2012).
Mainly employee and employer both of them are using the flexible working practices to bring
some changes in the cited organization which motivated the employees towards their work and

targets. Apart from this an organization conducted a various flexible working practices which is
very helpful for employees as well as employers to become more loyal towards their objectives.
In fact flexible working practices are implemented in most of the industry to establish effective
working environment for the employees which may very helpful and useful to overall
achievement for the enterprises. Lastly industries are also adopted this strategy of flexibility to
encourage their employees by enhancing their working quality(Kakuma, and et. al., 2011).
2.4 Impact that changes in the labour market of the TESCO organization due to flexible working
practices
Labour market is very much influenced due to the flexible working practices because it
changes or modified the overall scenario of the market by making it more flexible. In fact
changes have a greater impact on the labour market as it provides more and more facility by
implementing various effective flexible programmes which may attract lots of employees
towards organization (Kusluvan, and et. al., 2010). Apart from these flexible working practices
allows organization to meet present as well as future challenges with creation of some purpose
by applying appropriate methods and techniques to avoid any mistakes or errors. Meanwhile an
organization changes their policies just to create a healthy environment in which employer and
employees both work in a peaceful manner without facing any extra stress and problems which
may occurred due to work load. Lastly changes affect the labour market internally and externally
due to their broad nature and complexity.
TASK 3
3.1 Forms of discrimination that take place at work place of TESCO
Discrimination is the term which means division in people or employee at a work place
on the basis of caste, colour, gender, religion etc. various forms of discrimination are taking
place in TESCO organization(Marks, 2011). In recent years most of the employees has to face
discrimination problems on the basis if different forms.
 Discrimination take place because on the bases of age which may occur in many
organization.
 On the bases of sex means differentiation between female and male.
 On the bases of race which included colour.

 Sometime employees are discriminated on the bases of religion and language because
there are lots of religion are available in the country .
 Sometime organization discriminate their employees according to their ability and talent
by appreciating them and motivating them only which create a partial environment
resulted in discourage other employees.
According to the above cited case there is a many more discrimination take place and
claim is also there(Mirvis, 2011).
3.2 Practical implication of equal opportunities legislation for an organization
Government has amended various equal opportunities legislation for an organization for
smooth running of the business which provides a equal opportunity to all the employees by
following all the essential elements. Various acts are implemented by the government or law and
order to protect the rights and interest of the employees by maintaining equality in between all
the employees for overall growth and development of the enterprise (Rahn, 2015). In fact
equality is term which creates a mutual understanding and a healthy environment which motivate
all the employees and employers towards their goals and objectives. Some of the effective acts
which come in forces to maintain the equality is – equal remuneration act, minimum wages act,
etc. and legislation also implemented a constitution for every member of the society to learn
about their rights in the organization. Legislation of the country has amended most of the
effective strategies and programs to establish equality in between all the employees of the
organization to maintain the standard.
3.3 Comparison of approaches to manage equal opportunities and managing diversity of TESCO
The major difference between managing diversity and equal opportunities is associate
with changes in which equal opportunities is drive from external forces like governmental
legislations, society fairness , ethical rights and human rights which provide a equal opportunity.
Whereas managing diversity comes from internal forces within the organisation by considering
the factors and elements of the organization. The another difference in approaches of equal
opportunity and managing diversity is both are different in every aspect or according to their aim
and motive(Sharma, 2011). Approaches of equal opportunities explain the social justice with
having a motive of creating a environment of equality with bringing justice by resolving all the
issues creted in the organization. Whereas managing diversity is a broad concept with complex

nature requires a appropriate data and information by enhancing their work efficiency and
effectiveness with improvement of the quality of organization life (Sharma, 2011).
TASK 4
4.1 Comparison of performance management methods
TESCO is the organization famous for its grocery products by adopting various effective
strategies for its organization and appropriate methods or techniques to improve their
performance of employees and overall enterprise by implementing effective methods.
Performance management methods is the technique by which an organization come to know
about their actual standard by determining their overall factors and elements which may essential
for analysing the performance(Devi, 2011). It means performance management methods is the
various technique adopted by the organization to identify the strength and weakness of the
employees as well as organization. Various essential techniques by which an organization come
to know about their employees actual performance -
 By conducting various effective programs to get aware about performance of the
employees.
 Testing method.
 360 degree method through which an organization can easily analyse overall performance
of the employees by considering all the relevant elements and factors.
 Ranking method is the another technique due to which an organization rank the
employees according to the performance towards their works and activities.
4.2 Approaches used by managing employees welfare in the CITED organization
Various effective approaches is used by the organization to mange the welfare of the
employees by knowing their problems and issues to overcome their weakness with the help of
various appropriate methods and techniques. In fact employees plays a very eminent role in the
growth of the organization that's why it is very indispensable for the organization to adopt
various effective policies and strategies to manage the welfare of the employees by motivating
them towards their work and activities(Shi, 2010). Apart from this an organization need to
conduct various welfare programs for the employees which motivate them towards their goals
and objectives with the use of useful data and information to get accurate and positive results.

4.3 Implication of health and safety legislation on human resources practices
Government has amended many laws and order for the health and safety for the
employees in the human resources practices because humans are the indispensable resources of
the organization as all the activities and task are conducted by the enterprises. Health and safety
is very important and mandatory for every organization because for every individual health is the
first and foremost priority. In fact law and order implemented many programmes for the
betterment of employees health by providing various effective measures to improve the
condition of employees health and well being. Apart from this law and orders are very serious
about their health and security(Varma, 2013).
4.4 Impact of topical issue on human resources practices
Various topical issue on human resources practices are the emergence of inequality which
disturb the environment of the organization and have a greater impact on the human resources
practices. Human resources practices is a very broad concept with a complex nature which
require experiences and expertise persons to handle all the activities related to the labour market
which resulted in a improvement of human resources criterion(Budhwar, 2013). Apart from this
an organization has to face various issues related to human resources for example low wage rate,
shortage of skilled labour, lack of technology, absence of appropriate communication which
create a topical issue for the human resources management. In fact human resources plays a very
eminent role in the organization due to their broad concept as it covers all the relevant activities
take place in a human resources department(Cowling, 2013).
CONCLUSION
Human resources managing is all about management of all the humans or labour of the
organization. It means management is about organizing the human resources in a proper and
appropriate manner with the help of various methods and techniques which is very useful in
improving the condition of human resources. Apart from this, this report describes the
discrimination of labours by showing the relevant equality acts amended by the legislation to
improve the condition of the employees by adopting various effective strategies and planning
procedure. In additional it also consider the effective techniques and methods to enhance the
performance of employees as well as overall organization to achieve their similar objectives by

meeting their customers needs and wants.
REFERENCES
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Guide to Managing Human Resources. 2017. [Online]. Available
through :<http://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr>.
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Management with Human Resources. 2017. [Online]. Available through :
<https://www1.bournemouth.ac.uk/study/courses/msc-management-human-resources>
[Accessed on 13th may 2017].