Managing Human Resources

MANAGING HUMAN RESOURCES
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TABLE OF CONTENTS
Introduction .........................................................................................................................................3
Task 1 ...................................................................................................................................................3
1.1 Explain Guest's model of HRM as applied to the organization.................................................3
1.2 Compare the difference between Storey's definition of HRM, personnel and IR practices......4
1.3 Assess the implications for line managers and employees of developing a strategic approach
to HRM for any organization...........................................................................................................5
Task 2 ...................................................................................................................................................5
2.1 Explain how a model of flexibility might be applied in the organization.................................5
2.2 Discuss the types of flexibility which may be developed by the organization..........................6
2.3 Assess the use of flexible working practices from both the employee and the employer
perspective.......................................................................................................................................7
2.4 Discuss the impact that changes in the labor marked have had on flexible working practices 7
Task 3 ...................................................................................................................................................8
3.1 Explain the forms of discrimination that can take place in the workplace and use examples of
recent discrimination cases which has made the news....................................................................8
3.2 Discuss the practical implications of equal opportunities legislation for an organization........8
3.3 Compare the approaches to managing equal opportunities and managing diversity. Discuss
the similarities and dissimilarities in their approaches....................................................................9
Task 4 ...................................................................................................................................................9
4.1 Identify and compare the performance management used........................................................9
4.2 Assess the approaches used to managing employee welfare in the organization....................10
4.3 Discuss the implications of health and safety legislation on human resource practices..........10
4.4 Evaluate the impact of another topical issue on human resource practices.............................10
Conclusion..........................................................................................................................................11
References..........................................................................................................................................12
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INTRODUCTION
Human Resource Management is regarded as one of the most important processes that helps
the business entity to manage all the organizational dimensions in effectual manner. HRM is
typically associated with employee management where in organization makes several efforts to
retain and motivate the workforce for longer time span (Akbas and Kurzman, 2006). Thus, in such
context the present research study has been made on Marks and Spencer which is a retail
organization in UK and which has employed many employees to manage all the service dimensions.
Further, in the research, discussion has been made regarding difference between HR and IR
practices and along with that, researcher has also mentioned implications for line managers and
employees of developing HRM aspects. There should be flexible working aspects at Marks and
Spencer so that employer and employer both can manage their work and life in adequate manner.
Apart from this, researcher has mentioned varied forms of discrimination that usually take place in
the workplace. Lastly, different approaches to equal opportunities and diversity are also discussed.
TASK 1
1.1 Explain Guest's model of HRM as applied to the organization
David Guest contends that Human Resource Management is the most important aspect of
organization because it aids human possession to contribute in achieving the goals and objectives.
David has developed Guest model which confronts that HRM is significant since it aids business
organizations to conduct operations effectively in internal and external market place. There are two
dimensions under this model such as Soft HRM and Hard HRM (Claus, 2003). Both the dimensions
are typically entitled for managing organizational aspects in adequate manner and presence of such
thing also impacts productivity level. The model is typically linked to strategic management of the
organization and it also seeks commitment to organizational goals. Guest model has been applied in
Marks and Spencer which further enables the business to devolve power and become more flexible.
However, as per the model M&S emphasizes on people management because they are valuable
asset for the business which should be positively utilized in all dimensions.
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(Source: Freeman and Ceriello, 2011) HRM strategy: The model states that Marks and Spencer needs to develop HRM strategy so
that all the work practices can be managed accordingly. It also gives specific direction to the
organization in managing all essential roles and responsibilities. HRM practices: The model also focuses on HRM practices such as recruitment, training and
performance management. All such practices should be managed adequately so that
employees can contribute in accomplishing organizational aims and objectives (Dhar, 2008). HRM outcomes: In order to get positive HR outcomes, it is essential for the business entity
to emphasize on employee motivation and retention aspects Behavioral outcomes: Employees of Marks and Spencer shows their response to
organizational policies and strategies and this creates better environment in the business. Performance outcomes: The model includes performance outcomes that is being derived on
the basis of HRM strategies and outcomes.
 Financial outcomes: Lastly, the model contends that all the HR practices must give positive
outcomes to Marks and Spencer which can also improve productivity of the business
(Kakuma and et. al, 2011).
1.2 Compare the difference between Storey's definition of HRM, personnel and IR practices
As per the definition of Storey, Human Resource Management is highly emphasized towards
employee management because employees are the major resources that enhances success and
prosperity aspects. There is a significant difference between personnel management and HRM
where in personnel management is all about developing value of the employees through better work
aspects and HRM is integrated with organizational success and competitive advantage. Personnel
management focuses on employee retention along with the ways that can be used to enhance the
value of employees in Marks and Spencer (Laursen, and Foss, 2003). Storey has also stated that
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Illustration 1: Guest Model of HRM