Flexible Working, Diversity & Inclusion: HRM's Role Analysis Report

This report delves into the relationship between flexible working arrangements and key aspects of human resource management, specifically in the context of diversity and inclusion. It begins by arguing in favor of flexible working, emphasizing its positive impact on employee engagement and the creation of a more inclusive workplace. The report analyzes the role of HRM in promoting these benefits through strategic planning and policy implementation, using A to Z retail services as a case study. Furthermore, the report presents a case against flexible working, focusing on potential inequalities that may arise. It examines how HRM can address these concerns through training, ethical practices, and the development of supportive policies. The report highlights the importance of HRM in fostering a balanced approach that maximizes the benefits of flexible working while mitigating potential drawbacks, ultimately aiming to create a fair and productive work environment.

Managing people

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................4
Make a case in favour of flexible working in relation to diversity and inclusion at work and
analyse the role of Human Resources in promoting diversity and inclusion through flexible
working.......................................................................................................................................4
Make a case against flexible working in relation to inequality at work and analyse the role of
Human Resources in addressing the concerns of inequality that may arise from flexible
working.......................................................................................................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
The management of people is considered as key approach which is helpful in
management of different types of people (Astek, Sheeran, and Sparkes, 2020). In an organisation
people's management is referred to management of employees who are engaged in productive
working. Human resource management is considered as key organisational body which is
involved in enhancement of people management. This project will include example of A to Z
retail services which is a retail sector based organisation based in London, United Kingdom. This
report will cover flexible working and its relation with diversity and inclusion at work. The
project will also analyse the role played by human resource management in promoting inclusion
and diversity based on flexible working. The project will also cover a case against flexible
working conditions in relation to inequality at the workplace along with role played by human
resource management.

TASK
Make a case in favour of flexible working in relation to diversity and inclusion at work and
analyse the role of Human Resources in promoting diversity and inclusion through flexible
working
The human resource management is a key component of business which helps in
development of employee management. The diversity is considered as the differences between
employees on the basis of culture and traditions. It is essential for human resource management
to focus on understanding diversity in the organisation for development of flexible working.
With the help and support of diversity understanding, a company can also promote engagement
of employees. The different companies in the international and national marketplace focus on
understanding diversity of a business to focus on different types of operations. The flexible
working should be promoted at the workplace after COVID-19 in order to promote effectiveness
in working. The inclusion at work is related to providing equal opportunities of working to each
and every employee (Chakraborty, and Upadhyay, 2018). It is major role of HRM to promote
inclusion at work in order to treat each and every employee with equal opportunity. The equality
based legislations are also important for HRM to implement in business premises to ensure
optimum working. In order to develop favourable working conditions for the employees, it is
crucial for HRM to focus on key operations. The Human resource management of A to Z retail
services should take support of planning and strategic framework.
Flexible working conditions should be developed by human resource management with
the help and support of strategic management. The HRM should also consult top level
management in order to take key strategic actions. It is necessary for the business entity to take
favourable actions which are also suitable for employees. All employees who come from
different background should be treated with equality in every aspects. The reward system should
be provided by human resource management by taking into consideration need and demand of
every employee. It is also key role of management of an organisation to focus on key ways and
methods which are appropriate for organisational working (Ferrari, and et. al., 2018). In the
recent times, it is important for HRM to take assistance of information and technology to
perform functions in a better manner. The IT tools like advanced computer systems and software
should be also used by management of a business to develop effective key ways of working.

In the corporate world, management information system is also considered as key
approach which is helpful in managing key tasks and functions related to organisation. It is also
one of the major role of a business to consider key strategic choices which are significant for
development of inclusion at work. The human resource management should also use decision
support system which is helpful in making key decisions of the company. The decision support
system is beneficial in increasing decision making approach and also helpful in eliminating risks
associated with operations. HRM of A to Z retail services should develop a strategic framework
which is important for employee development. Also motivation is considered as major factor
which is helpful in increasing employee output and emotional intelligence. The different types of
motivational theories like content and process should be used by a business to increase
motivation in employees. Diversity should be also promoted by a business in order to promote
collaborative working. The human resource management should ensure that no employee should
be discriminated at the marketplace (Gregory, and Jenkins, 2019). The discrimination at
workplace should be banned and HRM should promote equal pay according to output of
employees. The performance management is also a key business tool which should be analysed
by human resource management. This is also an important role of an employee also to follow the
instructions and guidelines issued by management of a business to lead the marketplace. Human
resource management of a company should also develop major ethics which are important for
overall growth of the company. Ethics helps a company to perform key operations with
transparency and honesty which is helpful in supporting overall development of a company. In
order to increase flexible working conditions, the HRM must increase coordination between
employees. The communication based objectives and goals should be set by the company and
achieve them with the help and support of certain policies and rules. This is the major role of a
company's human resource management to analyse key external and internal factors which are
important for growth and expansion (Kilroy-Findley, 2019). The human resource management
should also develop and establish positive culture in the organisation to ensure optimum
development.

Make a case against flexible working in relation to inequality at work and analyse the role of
Human Resources in addressing the concerns of inequality that may arise from flexible
working
Many organisations in the global and domestic marketplace focus on promoting equality
at workplace. This will support the company in increasing engagement of employees and
promote workplace development. This will help company to focus on increasing key competitive
strength by the help and support of a business. All major companies which are functioning at the
marketplace should focus on increasing organisational strength by the help of strategic actions. It
is ethical duty of human resource management to implement key legislation related to
employment in order to develop key competitive advantage (Malik, and Sanders, 2021). The
flexible working in relation to inequality at the workplace, will lead to create major issues and
challenges for the company. It is essential for the whole organisation to cope up with current
demand and needs of employees for optimum working. This is the major role of a company to
analyse all key factors which are associated with business development and take into
consideration laws and regulations. The HRM should implement employment legislations with
full supervision and control in order to develop effective practices. The monitoring should be
also developed by human resource management in order to facilitate key business operations.
Inequality at the workplace majorly leads to impact on performance of employees and also
makes a company ineffective.
The human resource management is also involved in development of key steps which are
essential in eliminating risk associated with operations. Flexible working conditions should be
developed by a company while taking into consideration equality of employees. In order to
increase the revenue and profitability of a company, it is essential to promote equality. The
different companies at the marketplace should also take assistance of policies and plans which
are formulated by board of directors (Nguyen, 2021). The key role of management is to focus on
increasing performance of employees by stopping discriminated practices. HRM should also
provide training and development to different employees in order to increase their performance.
The key responsibility of an organisation is to ensure optimum working of employees by
development of effective working conditions. Human resource management of A to Z retail
services must ensure development of strategies which are essential for key growth and expansion
of a business. To provide flexible working conditions, HRM should also increase the scope of

employees by development of a virtual working environment. Human resource management
should take into consideration various theories and models to develop optimum working. The
human resource management should implement human relationship theory to promote employee
engagement. The human relationship theory is also supporting to a company in increasing
harmony between key employees. The HRM can also develop a major approach in recruitment
and selection of employees in order to provide right type of employees to company.
In the era of stiff competition between companies, it is major role of HRM to deliver
effectiveness in different functions and tasks. The company must ensure that all resources are
utilised in a proper manner to increase overall productivity. This is also key role of strategic
management of a business to develop a positive approach in performing settlement of the
situation. The inequality at the workplace arise due to different factors based on culture and
traditions (Reiter-Palmon, 2021). In order to remove or eliminate the inequality, it is crucial role
of human resource management to develop a major and ethical approach. The business
organisations should also focus on increasing their competitive strength by developing strategic
actions. While creating virtual working environment for the business, it is major role of human
resource management to take into account application of appropriate digital technology based
tools. The company should also focus on increasing the employee participation with the help of
key approach and practices. The human resource management of a company should also briefly
evaluate key practices which impact on its functioning. In the working business environment, it
is crucial role of an individual to analyse briefly all major consequences. The different business
organisations which are operating at the marketplace should also include employee participation
as a key element. The business entity must develop an effective approach which is helpful in
dealing with key consequences of a business that arise in competition. Inequality at workplace
directly impacts on the performance of employees and also helps in increasing core
competencies of the company (Shittu, and Nygaard, 2021). The HRM of a company should focus
on skill development of employees in order to increase their performance. The communication
and coordination between employees should be also increased in order to complete a task in a
well defined manner and promote equality. The Human resource management should also
promote and develop ethical skills in the employees to develop key honest and transparency
based practices. It is also one of the crucial role of human resource management to increase
competitive strength of the company by introduction of HR regulated policies.

The human resource management of a company should also develop key methods related
to employee development in order to deal with inequality at the workplace. Main role of HRM is
to take support of plans and policies which are important for eliminating risk associated with the
operations. Human resource management should deeply analyse need of every employee
irrespective of their caste, gender and creed. The HRM should focus on increasing participation
of employees by introduction of major plans and policies. Different companies in the
marketplace should focus on increasing employee participation and promote equality. The
organisations must ensure that they have a major conflict management system to address major
problems faced by employees. Company should also develop key strategic actions which are
important for maintaining relationship with employees. In the development of a company, it is
major role of board of directors and upper management to analyse key roles and responsibilities
of employees for focused growth. The management of a company should also put emphasis on
key areas of development which are necessary for increasing strength of a company at the
marketplace. Many business organisations should also ensure that gender discrimination should
not be there in a company. There are various companies in the international marketplace creating
an effective advantage for employees by promoting equality (Кругликова, 2020). Human
resource management of a company should also focus on key areas of employee development
and design strategy accordingly. In order to promote equality at the workplace, it is necessary for
the company to develop systematic approach which contains certain rules and regulations. The
workplace management should be performed by human resource management by analysing key
factors associated with internal and external environment. Contemporary business environment
is also one of the major aspect which needs to covered by a business in order to develop
effectiveness in operations. To develop operations according to current situation, it is crucial role
of HRM to focus on effectiveness of different operations. Human resource management of a
company should also develop strategic actions which are required to meet demand and need of
employees. Different business organisations at the marketplace should also develop key strategic
actions which are required for overall development of company. The companies should also take
into consideration major framework which is appropriate in leading the competition. HRM of a
business should focus on implementing best business practices which are effective in meeting the
requirement of all employees. Many different companies also prefer to increase business strength
by setting different goals and objectives which are set at the starting of a financial year. In order

to achieve set targets on time, it is duty of HRM to develop a precise approach. In order to
promote ethical practices in the organisation, it is crucial role of HRM to develop effectiveness
in key operations. In the recent times, all major companies focus on increasing their strength of
business by taking guidance from upper level management. The different business organisations
at the marketplace should also implement key techniques of business management to promote
equality.

CONCLUSION
From the above stated report it can be concluded that human resource management of a
company is responsible for managing each and every employee in a precise manner. It is
important role of HRM to develop flexible working conditions for the employees to ensure
optimum development of company. This project concludes the importance and significance of
HRM strategies which are necessary for promoting inclusive working. This report concludes, key
role played by top level and strategic management in order to develop effectiveness in different
tasks and functions. This project also concludes key functional areas of a business, which are
responsible for overall development of the company.

REFERENCES
Books and Journals
Astek, A., Sheeran, L. and Sparkes, V., 2020. Development of immersive virtual reality for
managing people with chronic low back pain–study protocol.
Chakraborty, T. and Upadhyay, P., 2018. Managing self towards managing people: role of
perceived emotional competencies in healthcare organisations. International Journal of
Work Organisation and Emotion, 9(1), pp.4-20.
Ferrari, P and et. al., 2018. Managing people with diabetes during the cancer palliation in the era
of simultaneous care. Diabetes research and clinical practice, 143, pp.443-453.
Gregory, S. and Jenkins, K., 2019. Managing care for people with diabetes undergoing dialysis.
Journal of Renal Care, 45(1), pp.59-67.
Kilroy-Findley, A., 2019. Compassion is needed when managing people who self-harm. Journal
of Community Nursing, 33(2), pp.12-14.
Malik, A. and Sanders, K., 2021. Managing human resources during a global crisis: A multilevel
perspective. British Journal of Management, 10, pp.1467-8551.
Nguyen, M.H., 2021. Managing social media use in an “always-on” society: Exploring digital
wellbeing strategies that people use to disconnect. Mass Communication and Society,
24(6), pp.795-817.
Reiter-Palmon, R., 2021. Leading for team creativity: Managing people and processes. In
Creative Success in Teams (pp. 33-54). Academic Press.
Shittu, O. and Nygaard, C., 2021. Green Marketing and Social Practices: Managing People as
Carriers of Sustainability Practices. In Green Marketing and Management in Emerging
Markets (pp. 45-57). Palgrave Macmillan, Cham.
Кругликова, С.И., 2020. ADVANTAGES AND NEW WAYS OF MANAGING PEOPLE IN
THE REALITY OF REMOTE WORK. In Неделя круглых столов–2020 (pp. 107-
110).