Guest Model of HRM Unilever Plc : Report

Added on - 22 Jul 2020

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MANAGING HUMANRESOURCES
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1: Guest model of HRM......................................................................................................11.2: Comparison among storey's account of HRM, personnel and IR..................................11.3: Impact of line managers and employees in developing a planned approach.................2TASK 2............................................................................................................................................22.1: Flexibility model.............................................................................................................22.2: Types of flexibility..........................................................................................................32.3: Implementation of flex working hours for both employees and employers....................42.4: Impact that changes in labour market have on flexible working....................................4TASK 3............................................................................................................................................53.1: Forms of discrimination..................................................................................................53.2 Practical implication of equal opportunities legislation for an organization....................53.3 Comparison of approaches to manage equal opportunities and managing diversity ofUnilever:.................................................................................................................................6TASK 4............................................................................................................................................64.1 Different techniques of performance management..........................................................64.2 Assessment of approaches to the practice of managing employee welfare in anorganisation............................................................................................................................84.3 Implications of health and safety legislation on human resources practices..................104.4 Impact of topical issue on human resources practices:..................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13
INTRODUCTIONManaging human resources is the administration of human resources. It is mostlyassociated with the HR department to increase employee performance in services of employersstrategic planning. Basically, human resource play a very important role because all otherresources are managed and organised by labour. It will help to formulate a pacific and healthyenvironment for the concern organisation by conducting some effective development andtraining seminar (Jackson and et. al., 2011). This project assignment present, variousinformation about Guest model, implication of line managers and employees of formulating aplanned approach in context to HRM. Flexibility and its types are also discussed under it.Various forms of discrimination which are arises at the workplace are explain under thisprojects. At the end, use of performance management method and various approaches related toit are key part of this project.TASK 11.1: Guest model of HRMUnilever plc is known as one of the largest transnational consumer product makingcompany which is located in Rotterdam, London and other parts of the country. They are relatedwith the production of various product such as personal care, beverage and cleaning agents etc.the company is more worried about their administration system for this they require a perfectmodel which can help them to improve certain aspects such as condition of workers, operationmanagement and many more (Cowling, 2013). The GUEST model is present by David guestwhich is known for its HR policies to reduce all future problems and grievances that areaffecting performance of the company. This particular model is the combination of differentaspects that resemble both positive and negative approaches of HRM. In order to attain theirgoal and objectives organisation need to balance their HR strategies and business techniques.Integration of plan indicate the most difficult part of this model. It also consists of a flowapproach that leads to a variety of multiple results which is generated in an organisation byutilising resources in more effective manner.1.2: Comparison among storey's account of HRM, personnel and IRJohn storey guest model is depend on assumption which is related with improvisation ofHR administration through positive motivation among employees towards their aims and1
objectives. They believe in creating a interest among employees and workers that they are morevaluable assets for the company. They always tried to gaining maximum trust and simplicityfrom employees that organisation is made up of workers. However, if talk about otherorganisation like for examples Tesco and M&S they are having their own concepts anddefinition of human resource management. They always follow different innovative idea of theirown to develop the product and creating more brand image (Varma and Budhwar, 2013). Theseall organisation are working at global level and use effective organisation structure according tothe size of their business. It has always been observed that HRM is not an easy task to controland manage. Because, it requires various tools and techniques and practices which can helpthem to attain their future objectives. Keeping continuous look over the labours are moredifficult as they are more complex.1.3: Impact of line managers and employees in developing a planned approachThere are various implication which are associated with line managers. As they areplaying an vital role in development of the Unilever plc organisation. It is done by implementingdifferent programs with the support of top managements in order to develop the teamperformances. Line managers are acting as a perfect developers those are working for thebenefit of the people as because they are work as mediators among administration andcustomers. They all are working at various activities which are related with the productionprocess. They are also responsible for the managing various task in order reduce variousmistakes and frauds during production process (Shi, 2010). It will help them to makeimprovements in company reputation and set a perfect standard for other organisation in order togain maximum profitability and advantages. They are directly associated with stakeholders so itis more easy to collect valuable information regarding them. Employees play a dominant role inHRM, since they are key components and they also are prime base for high performance thatlead to better productivity. Effective leader can set right direction and regulate a corporatestrategies that develop a positive commitment.TASK 22.1: Flexibility modelThe term flexibility can be said as the necessary changes that made by employer andemployees in context to when, where and how a person can perform their role and2
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