Analysis of Health and Safety, Diversity, and Equity at Boots Company

This report provides an analysis of Boots Company's approach to Human Resource Management, specifically focusing on health and safety, equality, and diversity. It begins with an introduction to HRM and Boots Company, highlighting the company's background and operational scope. The report then delves into Task 1, examining Boots' health and safety policies, including safety governance, safety plans, and various approaches to ensure employee well-being. Task 2 explores the company's strategies for managing equality and diversity, including workplace policies and recruitment practices. The report also discusses the impact of internal and external factors on HRM and concludes with a summary of the key findings and recommendations for improving the company's approach to these critical areas. The report references relevant literature to support its analysis and findings.

Managing the Human
Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1 :Health and safety approaches : ...........................................................................................1
TASK 2 : Managing Equality and Diversity in the work................................................................4
Task 3. Company's approach to Equity and Diversity aspects of human resource management
might help to deliver strategic effect...............................................................................................6
Conclusion.......................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Managing Human Resources is the most essential part of the organization. It is formal
system invent for the management of people within an organization. There are three categories of
Human Resources Management such as Staffing, Compensation and benefits of employees and
designing the work in the organization. Human Resources management is a plan that direct
towards achieving the targeted goal of the organization. In this context, Boots Company is taken
for assessment. In United Kingdom Boots is trading as pharmacy chain. It was founded in 1849
by John Boot. The headquarter are in Beeston, Nottingham and in United Kingdom. About
70000 people are working in this company of UK. This report will identify and analysis the
approaches to Health and Safety and also identify the company approach to management of
Equality and Diversity in the work place and evaluating the aspects of these approaches. This
assessment the impact of internal and external factor on managing the human resources
management. In addition, research is also conducted in the Boot Company.
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Task 1 :Health and safety approaches :
Boots is the famous and popular pharmaceutical company that are located in united
kingdom while it is a leading pharmaceutical company that has to be enhance the branch in all
over the international market. Boots is a popular company that has to include many numbers of
brands of cosmetic. This company offers many product like beauty and cosmetic related brand. It
is popular company many customer want to buy the product to this company. This company
makes a good relationship with their customer and clients. They can develop an effective
relationship with the manufactures. This company has many departments to deliver the best
service to the customer and can making a good bonding and which is important task to the
company. Company will provide the customer cards and managing the purchasing habit while
provide the detail of purchasable. This company has to different software available so that
customer easily purchased the product while increasing the purchasing habit. It is IT based
system mostly fulfil the requirement of customer and share the market that would be operate.
Geographical location identifies the particular marketing position and there are 1,400 stores are
located in Britannia. The management of this company is very strong and delivering the effective
product while it is provided an n excellent services. Companies will provide the safety
governance and safety plans to managed the whole work culture and it also encourages safety the
Rules and regulation. It will provide the perfect system management while regular lesson started
To share their idea towards the customer. There are some health and safety policy that can be
used them as follows:
 Learn a new safety things and investigations of the safety plans.
 Can be adopt the safety culture in our life and prompt the safety ideas in between their
colleagues.
 Health and safety both are very important our safety system and our behaviours towards
the health or safety (Wirtz and Heracleous, 2016. ).
Health and safety are co-related with each other because many times we neglecting the
problem and can be faced many issues that has to be very dangerous for the health. Many
researcher investigation for particular problem in both psychological and sociologies that would
cause for heath. Safety management are focused on accidental injuries, infections diseases etc.
there goal is to continuously improve the customer relationship approach to the health and safety.
Safety is an Important thing that has to be applied in our daily life. We are providing the best and

high quality of beauty product and cosmetic product. The company to do the best practise on the
safety management system to achieve the improvement of safety management. It is a type of
business planing to improve the performance of business operation. They will give a
commitment to provide the high quality of medicine that would be distributed to the market and
much medicine are already available to directly purchased on the market. These companies
always encourage to requirement of the customer need. It can be collected the documents of
accidental on the behalf they will provide the medicine on time. There are various other
approaches used by Boot for Health and safety of the employees such as -
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Approach and duty The workplace should set up a word related
security and prosperity course of action
program as a noteworthy part of the arranging
of the Safety Statement required by Section 20
of the Safety, Health and Welfare at Work Act
2005. Effective security and prosperity game
plans should set an unmistakable heading for
the relationship to take after. They will add to
all parts of business execution as an element of
an obvious feeling of obligation with respect to
steady change. Commitments to people and the
work environment will be met in a way that
fulfils the spirit and letter of the law. Useful
approaches to manage securing and making
human and physical resources will decrease
budgetary adversities and liabilities. In a more
broad setting, accomplices' wants, paying little
heed to whether they are financial specialists,
employees or their operators, customers or
society all over, can be met (Cascio, W.,
2018.).

Organizing The work environment ought to describe an
arrangement to satisfy its security and success
system as set out in the Safety Statement. A
compelling association structure and strategies
ought to be set up for passing on the
framework. Thriving and success objectives
and targets ought to be set for all supervisor
and authorities.
Operation and implementation 1. For reasonable use, Boots ought to
build up the limits and bolster portions
basic to accomplish the security and
success strategy, goals and targets. All
staff ought to be moved and attracted to
work securely and to ensure their entire
arrangement success, not just to
maintain a strategic distance from
catastrophes. These plans ought to be:
 Maintained by persuading staff Boots
and energy through fitting direction, the
utilization of the security cautioning
gathering where it exists and the
thriving portrayal framework and,
 Administered by persuading
correspondence and the progress of
mastery, which engages all experts and
their agents to understand obligation
with regard to the security and thriving
exertion.
Performance measurement 2. The Boots should gauge, screen and
overview security and success

execution. Execution can be evaluated
against concurred models to uncover
when and where change is required.
Dynamic self-checking uncovers how
sensibly the security and success
association structure is working. Self-
checking looks equipment (premises,
plant and substances) and programming
(individuals, strategies and structures,
including lone direct and execution).
On the off chance that controls bite the
dust, open checking should discover
why they besieged, by investigating the
mishaps, wiped out success or
occasions, which could have caused
fiendishness or misfortune. The targets
of dynamic and responsive checking
are:
 To choose the fast explanations behind
substandard execution
 To recognize any crucial causes and
proposals for the layout and action of
the prosperity and prosperity
organization system(Chang-Richards
and et.al, 2015).
Investigating and reviewing performance 3. he Boots should improve and review its
security and prosperity organization
structure tenaciously, with the objective
that its general prosperity and
prosperity execution upgrades
dependably. The Boots can pick up

from pertinent apply and experience the
lessons. There should be effective study
of execution in perspective of data from
watching and from self-ruling audits of
the whole security and prosperity
business structure. These create
commence of following the company's
obligations under the 2005 Act and
other statutory courses of
action(Navimipour and et.al, 2015).
There should be a strong feeling of
obligation with respect to consistent
change including the progression of
methodologies, systems and techniques
for danger control. Execution should be
assessed by:
1. Inward reference to key indicators of
the performance
2. Outside examination with the execution
of business contenders and best practice
in the Boots's work zone.
TASK 2 : Managing Equality and Diversity in the work
Effective diversity management needs a culture which is thorough of a working
environment that backings' collaboration, speculation, and cohesiveness. Grouped assortment
past the splendid run the show. Examining the association among respectable assortment and
firm execution the effects of arranged assortment reputation and pioneer racial tolerable
assortment. The issue with organization of better than average assortment and the essential of
law to address the issues is noticeable as affiliations that have carefully formed records for
utilizing and ending were found to have higher rates of women in organization. American
sociological overview, found that formalizing work constrain practices reduced men's offer of

organization businesses in perspective of formal check techniques when it came to attestation in
work assignments and evaluation(Wehrmeyer and et.al, 2017).

HR diversity management activities should ideally start off by assessing grouped
assortment and arranged assortment organization practices in relationship as the tolerable
assortment limits could be undermined by non-appearance of respect for especially announced
techniques and true blue record keeping. Work family exercises and various levelled change:
Mixed messages in moving from the edges to the standard. Scientists prescribe that affiliations
should check the identity profile of portrayed work groups, the inescapable progressive culture,
the perspective of various employee bundles keeping in mind the end goal to recognize social
hindrances that may go about as a master in annoying parity at the workplace(Suhail and et.al,
2016).
The other major approaches used by Boots in maintaining or promoting Equity and Diversity in
the workplace are as described below -
1. Working environment Policies
Different organisations have their own particular opportunities' strategy. In it ought to be
portrayed the strategies the association will take to submit to sensibility authorizing, (for
example, those recorded above) and push correspondence in the working environment. These
systems are proposed to keep certain business conditions, for example,
 Male experts being paid more than female assistants for doing likewise work.
 Social affairs essentially being given to stars/outside contenders of a specific sex or age
(when these things are not a factor in being able to have out the advanced effect).
 A man with a physical inadequacy not being able to arrive a circumstance in a
relationship due to, for instance, a non-attendance of wheelchair get to.
 New parts not being progressed inside.
 Administrators permitting additional occasions for staff from one specific religion,
however not from others.
 Representatives being neglected for movement in light of their sex, sexuality or
deficiency.
2. Enlistment broad choice best practice(Langford and et.al, 2014).
Associations must take after particular procedures for choice all together that all
applications are managed fittingly and sensibly, and that nobody is dismissed because of their
race, sex, sexuality or some unique difficult reason. These systems should include:
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1. Setting a common game-plan of duties so all competitors are evaluated against
undeniably the same and that is it.
2. Moving the post in an arrangement of regions (on the web, in the press, through work
considers) all together that the part is conferred to as wide a horde of individuals as could
be common the condition being what it is.
3. Ensuring that there is a social event board with the objective that the viewpoints of more
than one individual are considered when settling on who accomplishes the position.
Task 3. Company's approach to Equity and Diversity aspects of human
resource management might help to deliver strategic effect.
Boots Corporation human resource management department need to identify hose sectors
by which they can effectively manage equality and diversity at workplace in respective manner.
In case of UK. Companies are legally required to adhere to certain practices that ensure
discrimination of equality are always met in the workplace (Briscoe, Tarique and Schuler, 2012).
They have to ensure that, all workers at the workplace must be treated at the workplace at equal
form. Often times, It has been seen that, there are numbers of diversity and equality factors must
be considered by its HRM professionals in order to functioning of their various business
functionalities within the industry in relevant form. From the analysis, it has examined that,
various types of factors are presented here, which is making affected by both internal and
external factors of the firm(Shields and et.al, 2015). The discrimination activities can be
examined on the basis of race, age, gender, sexuality, disability, culture or anything else that
might be discriminating against. Its HRM professionals often taken into accounts some essential
legislation provision which assist them to making sure that a comprehensive practical surround is
always nourished and that any form of divergence must never turn up to be a hindrance in
vocation profession indeed job at workplace. Human resource professionals of Boots
organisation must furnish equal opportunity while recruiting new staffs for completion of its
various phases of pharmaceutical operational functionalities (Cowling and Mailer, 2013).
Organisation must follow definite process for hiring in respect with that all utilise are activated
suitably and reasonably and nobody can be discriminated from discrimination activities. There
are variety of different cultural peoples are working Boots company and therefore, is about than
sameness. It's about creating cultural values for individual differences by which they can give
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benefits of society, individual and organisations as well (Harzing and Pinnington, eds., 2010).
There are several types of legislative provision of the industry in case of external and internal
environment of the business in order to getting engaged with Equality act, Human right act,
discrimination act, disability discrimination act, race relations act, all these legislative provisions
must be considered by Boots' HRM professionals in order to treating fairly with all employees in
industry in respective form. Having a different manpower means that, Boots administration can
offering a broad scope of thought, attainment, resources and forcefulness to spring it a
competitive border. The organisation requires these approaches upon their business strategies in
respect to gaining benefits from broad market, improve productivity and raise profit of the firm.
Apart from it, Boots company need to own equal opportunities' policy at workplace for
completion of various tasks of firm. All employees must be provided equal pay scale and
incentive schemes to their employees at workplace (Shahhosseini and Sebt, 2011). In addition to
it, HRM professionals of Boots organisation must furnish equivalent chances for packaging must
always be made accessible for all faculty and no employees should be restricted from
promotional opportunities within the enterprise. It must be a part of company''s recruitment
policies to making sure that discussion among all employees must be held by HR manager.
Beside from it, when it comes to pay, as per the law of equality, all employees of Boots company
must be given equal pay to their workers according to their proportion of works in firm. It can be
said that, both these aspects are making impact upon internal and external factors of Boots
business. Growing political focus and pressure on healthcare impacted by political terms of
business functionalities. The government of nation is looking for better healthcare facilities by
the organisation. So its HRM professionals need to considered all these aspects of the business.
Moreover, organisational policies of diversification and equality can make effect increment in
issues of the business in regarding to serving various business facilities to each employees. As
per the government policies and legislative norms of nation towards pharmacy corporate sector
must be considered by HRM professionals while designing of effective strategies towards entire
business operations. Thus, it could be said that, equality and diversity provision making impact
upon internal and external elements of Boots organisation(Wirtz and et.al, 2016). By measuring
performance management Human Resources manager will identify the capabilities and ability of
the employee's by which discrimination in the employees is eradicated. Organizing is the task of
work among the employees in a manner that employee's feel satisfied from their allotted work.
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Human Resources manager ability and capability of organizing the work in right way will be
fruit full for Boot Company. Training and Development programme also benefited the
organisation to great extent as by giving training to employee's the confidential level is increase
and cost of operation is also not increase and wasting of resource is also controlled. Human
resource's manager should organize proper and efficient programmes that helps the organisation
to develop and grow wholly. Human resources manager should go for survey in the campus and
analysis the work by his eyes which will be more beneficial for the Boot Company.
Conclusion
In the above report, it is concluded that equality and diversity is very important in the
organization. This report concluded the managing the human resources management is very
important for Boot Company. In the development and growth of Boot Company, approaches of
health and safety is also concluded. The above report is also concluded the various measures
taken by Boot company to maintain the health and safety in the organisation. Performance
Measurement, approach and duty and organizing are the various approaches concluded to
maintain the health and safety of Boot company. The internal and external factors affecting the
human resources management is also concluded in this report. Departmentalization of human
resources in Boot Company is also concluded in this report. As well as Certain process of human
resources management is also concluded in the above report. The role to be successful human
resource manager is also understood in the above report.
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REFERENCES
Books and Journals
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Cowling, A. and Mailer, C., 2013. Managing human resources. Routledge.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Shahhosseini, V. and Sebt, M. H., 2011. Competency-based selection and assignment of human
resources to construction projects. Scientia Iranica. 18. 2. pp. 163-180
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Wirtz, J. and Heracleous, L., 2016. Singapore Airlines: Managing Human Resources for
Costeffective Service Excellence. In SERVICES MARKETING: People Technology
Strategy (pp. 695-703).
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance
& Reward: Concepts, Practices, Strategies. Cambridge University Press.
Suhail, A. and Azhar, A., 2016. Managing Human Resources in Public Health Care System in
South Asia: Case Study of Pakistan. South Asian Journal of Human Resources
Management, 3(1), pp.75-83.
Chang-Richards, Y., Wilkinson, S., Seville, E. and Brunsdon, D., 2015, July. A systems
approach to managing human resources in disaster recovery projects. In 5th International
Conference on Building Resilience (pp. 15-17).
Navimipour, N.J., Rahmani, A.M., Navin, A.H. and Hosseinzadeh, M., 2015. Expert Cloud: A
Cloud-based framework to share the knowledge and skills of human
resources. Computers in Human Behavior, 46, pp.57-74.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Langford, D., Fellows, R.F., Hancock, M.R. and Gale, A.W., 2014. Human resources
management in construction. Routledge.
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