Report on Managing Human Resource Management - Ascari Cars
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Added on 2020-01-28
Report on Managing Human Resource Management - Ascari Cars
Added on 2020-01-28
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MANAGING HUMANRESOURCE
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................5TASK 1............................................................................................................................................61.1 Guest’s model of HRM that is applied in Ascari Cars...........................................................61.2 Storey’s definition of HRM, Personnel management and IR practices.................................71.3 Implications of line manager and employees for developing the strategic approach inAscari cars....................................................................................................................................8TASK 2............................................................................................................................................92.1 Model of flexibility applied in Ascari Cars...........................................................................92.2 Types of flexibility that may be developed byAscari Cars..................................................102.3 The use of flexible working practices from both the employee and the employerperspective.................................................................................................................................102.4 The impact that changes in the labor market have had on flexible working practices........11TASK 3..........................................................................................................................................123.1 The forms of discrimination that can take place in the workplace......................................123.2 The practical implications of equal opportunities legislation forAscari Cars......................133.3 The approaches to managing equal opportunities and managing diversity.........................14TASK 4..........................................................................................................................................144.1 Compare the performance management..............................................................................144.2 The approaches used to managing employee welfare in Ascari cars...................................154.3 The implications of health and safety legislation on human resources practices................154.4 The impact of another topical issue on human resources practices.....................................16CONCLUSION..............................................................................................................................16REFERENCES..............................................................................................................................17
INTRODUCTIONManaging the human resource help the organization to manage the man power in theorganization by giving effective training to the employees. MHR assists the business to increasethe efficiency of the employees by motivating with the help of various means.Ascari Cars is theBritish automobile organization that is headquartered in Banbury, Oxfordshire, England, andUnited Kingdom. Ascari Cars is the multinational organization that manufacture car for thecustomers. The study identifies the Guest’s theory of HRM that is practical in the system andcompares the differences between Storey’s explanation, organisation and IR practices. The reportassesses the express for the line managers and employees of processing a strategicalconceptualisation to HRM for the organization and assesses the model of flexibility that ispracticaly in the administration. It discusses the types of flexibility that is applied in organizationand utility of negotiable employed activity from between worker and leader perception. Thereport discuss the effect of change in the proletariat marketplace someone had on flexibleemployed activity and identifies the forms of discrimination that measured at the work place.The report identifies the practical implication of equal opportunities legislation for Ascari Carsand evaluates the impact of another topical issue on human resource practices. Figure 1Ascari Cars(Source: Ascari Cars, 2016)3
TASK 11.1 Guest’s model of HRM that is applied in Ascari CarsThis is supported along the sense that Human Resource Mangement is unique from theformal staff office way. It is the idealistic model and it is the fundamental element of the HRMprocess. The guest models of HRM identify the potential of the HR manager and try to developthe skill of the employees in the organization. The model assists the organization to win the trustof the employees and put full efforts in command to modify the inefficiency of the employees.The major role of Guest’s model in the HRM is to utilize the resources in better and effectiveway. It assist the human resource manager to achieve the organizational goals and try to motivatethe employees give their best. The model assists the Ascari Cars to achieve the management goalby implementing the policies in better and effective way. David Guest’s proposes this model inthe organization and this model are based on six dimensions this are financial outcomes,performance, HRM outcomes, practices and strategy. This model is based on the development ofthe entire department in the organization. The model is based on the hard and soft versions thatmust be applied in the organization. The soft model is related with human intentions and hardmodel is associated with employees that are an asset for the Ascari Cars(Sanders.et.al.2014). Thehard model always tries to promote the hr planning, hr strategy, business planning etc. On the other hand soft model assumes that employees will give their best if managementwill appreciate their performance it is the best way to keep the employees motivated at the workplace. The HRM Guest’s model identifies the features of the human resource management iforganization allows the employees for the comparative measurement and identifies the linkbetween general business planning and hr strategy. Figure 2Guest’s model of HRM4
(Source: Guest’s model of HRM, 2016)1.2 Storey’s definition of HRM, Personnel management and IR practicesIn order to managing the human resources at workplace, there are different types ofprocess and tactics have been used which are selected by the HR manager according to conditionand need of the organization. Following are the major terms that have been defined by Storey: HRM (Human Resource Management):This is an important approach that used for maximizing the employee’s performanceconsidering the strategic objectives of organization. According to this term, HR manager oforganization majorly focus on the policies, selection and recruitment process that havesignificant impact on the achievement of individual and organizational objectives. Personnel management: According to Storey, personnel management refers to obtaining, using and maintainingthe workforce. For organizational prospective, personnel management involve planning,organizing, compensation and integration of employee oriented policies to maintain the growthand effectiveness in organizational activities. IR practices: For organization, it is important to develop and implement rules and regulation to managethe behavioral and performance of employees. The term IR practices involve the analysis andconsideration of legislations that are being proposed by the leading authorities to maintain theethical and legal process for managing the human resources. Table 1: Difference between HRM and Personnel managementElements Personnel and IR (AscariCars)HRM (Bentley)Employee relation Adversarial, this only focus onthe individual interfaceDevelopmentalandcollaborative, consider theoverall gaps in humanresourcesOrientationActivated, HR manager firstanalysse the situation andRetroactive, HR managingdirector predict the conditions5
after examine the condition(Storey, 2014)andmakedecisionconsequently OrganizeIndividuals functions, everysingle has various approachfor designing and playing theactionsInherent programs develop thecooperative approach to meetthe HRM objectivesClientAdministration, this only haveconcern over the leadingpeople of organization Administration and workerbothValueCommand, status Difficulty focussed to enhancethe effectiveness of operationsand functions.Major RoleRegulative and evidencekeeping Problem sensory activity 1.3 Implications of line manager and employees The line managers are in charge for all the activities of the employees. To execute a plan,the implications of line manager are essential. Ascari cars use the benefits of line manager intheir business, their role is to execute functions like target setting, policy making, decisionmaking. The individual is responsible for managing employees and resources. A line managerplaces a high priority on coaching employees, good coaching results in achieving the targets ontime. The responsibilities of a line manager includes recruiting and hiring new employees,providing training to them, providing coaching and performance feedback to all the members ofthe team, communicating with the employees about departmental goals. Line manager issignificantly responsible for overall operations, provides support and guidance to the employeesfor accomplish the targets given (Vahlhaus and Simón, 2014). A line manager is sometimeconfronted with walking a fine line between being a supervisor and the employee’s confidence.The role of employees in Ascari car is also very important, as they are givenresponsibility and roles for their work. They are been trained and encouraged to provide bestservice in different dynamic environment. These types of motivations would bring theorganization with the competitive edge to deal in any type of situation by providing goodservices to the customers. An employee should have a clear idea that how to grow professionallyand improve knowledge, skills and experience. Employee should give feedback about the workculture at the workplace, which works on improvement of the organization. An employee alwaysseeks support from line manager and other staff.6
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