Human Resource Management Report: Harrods Case Study Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) principles, using Harrods as a case study. It begins by examining Guest's model of HRM, contrasting it with Storey's definitions of HRM, personnel, and industrial relations practices. The report then explores the implications of developing a strategic approach to HRM for both line managers and employees. Task 2 delves into models of flexibility, including financial, numerical, and functional aspects, and how they can be applied in practice, considering the impact of labor market changes. The report also addresses workplace discrimination and equal opportunities legislation, comparing approaches to managing these issues. Furthermore, the report analyzes different methods of performance management, approaches to employee welfare, and the implications of health and safety legislation. The report concludes with an evaluation of the impact of a topical issue on HRM practices, providing valuable insights into the complexities of human resource management in a real-world context.

MANAGING HUMAN
RESOURCE

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
1.1Guest’s model of HRM..........................................................................................................1
1.2Difference between Storey’s definitions of HRM, Personnel and IR practices.....................2
1.3Implications for line managers and employees of developing a strategic approach to HRM4
Task 2...............................................................................................................................................5
2.1. Model of Flexibility Might be Applied in Practice..............................................................5
2.2 The types of flexibility that may be developed.....................................................................6
2.3 Use of flexible working practices from both the employee and the employer perspective.. 7
2.4 Impact that changes in the labor market have had on flexible working practices................8
Task 3...............................................................................................................................................9
3.1 Forms of discrimination that can take place in the workplace..............................................9
3.2 Practical implications of equal opportunities legislation for an organization.....................10
3.3 Comparison of the approaches to managing equal opportunities and managing diversity.11
Task 4.............................................................................................................................................12
4.1 Comparison of different methods of performance management.........................................12
4.2 The approaches to the practice of managing employee welfare.........................................13
4.3 Implications of health and safety legislation on human resources practices.......................14
4.4 Evaluation of the impact of one topical issue on human resources practices.....................14
Conclusion.....................................................................................................................................15
References......................................................................................................................................16

INTRODUCTION
Previously, each benefit and non-profit association there is an insane compelling reason
for dealing with the workforce prominently known as Human Resource Management (HRM).
Thus HRM bargains for the workers inside or outside the association to rise for those best yields
starting with them. Similarly as managing those workers raise with material benefit for those
association the higher power puts a considerable measure to securing nonstop improvement
through HR planning, training, promotion, demotion, incentive, equality, work environment
nature's domain Furthermore physiological matters (Rozhan et al. 2001). This entire article
combines the separate HRM models, contrasts "around models, implications, adaptability in the
association for the workers, work market, separation in the organization, rise to good fortune
legislation, execution management methods, Dealing with representative welfare, wellbeing and
security issue, topical anesthesia issue over mankind's asset act something like those chose
association “Harrods” which will be an up-market retail establishment spotted toward London.
Every last one of concerning subject sentence over will make exemplified with Harrods
balanced with their approach.
Task 1
1.1 Guest’s model of HRM
In the hypotheses of HRM the Guest’s model is a way side of the point concerning
illustration it concentrates on the distinction between mankind's asset administration and staff
management. Concerning illustration prior it might have been viewed as work force
administration also human asset administration the same thing in any case in the new need aid
those viewpoint changed because of guest’s model the place it need been portrayed that human
asset administration will be a promise built methodology over agreeability built specific
basically sound with staff administration (Hartog & Paauwe, 2004). In this new model likewise
the progression of the representatives and the specialists fall upon division the place the upper
furthermore mid-level representatives will make determined through mankind's asset
administration and the partner level representatives will a chance to be in the wheel about
faculty oversaw economy.
In Guest’s model there are 6 key dimensions:
HRM strategy: In the Guest’s model at the very first focus is drawn on HRM strategy
through differentiation of the employees at different levels. Here another thing should be
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concerned of maintaining the quality of product and service and as well the overall cost
reduction through execution of HRM strategy.
HRM practice: All execution plan carried on organization is based on the practice that an
organization holds. HRM practice consists of selection, training, appraisal, rewards, jib design,
involvement, status and position etc.
HRM outcome: The main focus of HRM is to bring up with some worthy outcome for
the organization. This outcome may vary with commitment to each other, overall quality growth
and control and flexibility in the workplace.
Behavior outcomes: All the psychological matter such how much motivated the employees are,
effort and co-operation to each other, more involvement in organizational tasks and the power of
growing leadership.
Performance outcome: The main concern of HRM is to increasing the outcome of the workers
and the employees. High performance is marked by involvement, innovation, quality and
productivity.
Financial outcome: The very most concern of every business is drawn to ripping profit from
various tasks. It may be the profit from selling products and services or return from the
investments of the organization.
1.2 Difference between Storey’s definitions of HRM, Personnel and IR practices
Story kept tabs something like HRM that it is an aggregate alternately single person
procedure for overseeing those the majority important stakes of the association that is mankind's
resources, to those fitting accomplishment of the internal & outside targets inside sound time
limit. Story additionally characterized the distinction the middle of two types of HRM, tough
Furthermore delicate approach. Previously, tough methodology specific those HRM cooperation
treats the workers in that route the place they will be compelled to include esteem for those
association by their best yield. Consequently it keeps tabs looking into quantitative, execution
management, measurable criteria and control (Druker& Mayne, 2002). On the great holders kept
all an additional manifestation will be delicate HRM which incorporates the humanistic
methodology of the representatives. Here in the delicate HRM the workers of the association
would check similarly as the majority profitable possession as their execution heads the
association of the intimacy prosperity. With the goal in the event from claiming delicate HRM
the HRM cooperation will be with the goal.
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Table 1: Difference between Personnel management & HRM (Self designed)
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It is concerned about the employee engagement, satisfaction, incentives, working environment
and participation. Here the employees are marked as family member and sometimes provided
with gain-share.
Storey on the other hand defined personnel management as complying with the rules and
regulations coherent with the owner’s law. Storey also marked personnel management as a
administrative work rather than HRM function.
1.3 Implications for line managers and employees of developing a strategic approach to HRM
Improvement about key methodology of HRM prompts different suggestions to both
offering chiefs and the representatives. Those supervisors are compelled to comply with the
overall rules, policies, organizational structure, and leadership style and production terms. Thus
Harrods maintain a hierarchy of senior management that flows from top to bottom. The senior
management is assigned to enforce the laws and policies and throw them below and rule over
the observation. In the case of strategic HR management, here is the point on doing those
preferred execution of the workers by powerful and effective approach (Wright & Nishii, 2007).
Employee has to perform according to the management and has to reach the expectation of the
organization. Employee satisfaction has to be achieved to the highest level upto the mark. In this
way toward Harrods, it has been seen to work revolution furthermore consequently those
representatives need aid getting the occupations for different tables. Because of vital
methodology, there stimulate clash between economy and the accordance chiefs. It is the
responsibility of the line manager to build the best possible relation with the employee in the
organization to stay in touch and communicate easily.
For the employees strategic HRM leads to fluctuation of remuneration, job security,
bonus which will be based on the performance of particular employee and by the success of the
unit team (Paauwe & Boselie, 2003). Most of the time due to strategic approach, the employees
suffer a lot to dismissal or voluntary resignation. By the time to time the situations of the
employee and the work differs. So the manager should be aware all the perspective being follow
by that time the proper remuneration and the flexibility in the work to be given to the employee
for that work to be conducted. Monitoring and evaluating of work process are another important
implications of line manager in the organization. Line managers are also involved in checking
the quality and operational performance of employees working within the firm. The most
important implication of line manager in developing strategic management is related to dealing
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with clients and customers. By having an effective consideration of diverse standards at the end
of employees the overall work process can be advanced. It has been noticed that employee’s
involvement allows to understand key facts in desired manner so that better strategies can be
framed. It leads business to impressive level of success. Employees are considered as critical
aspect because it mainly focuses on carrying operational activities. It is necessary for manager to
ensure that employees are having an effective consideration of execution and direction in respect
to corporate strategy.
Task 2
2.1. Model of Flexibility Might be Applied in Practice.
On association the fundamental concern lies to getting things finished however how or
the place may be not those is concerned of worry over 21st century. Along these lines in this
new coliseum from claiming business correspondence the idea for adaptable working need
developed with an expansive provision. Assuming that we need to set a few useful samples it
might be a component run through job, employment sharing, particular occupation rotation,
flextime, compacted hours, versatile work, fill in from home and so forth. In the purpose for
adaptable attempting the A large portion rehearsed you quit offering on that one may be model
from claiming versatile fill in which incorporates getting those occupations accomplished for
those association toward any remote put starting with those employer’s office (Skinner &
Pocock, 2010). If the holder or the supervisor might concur in the perspective about versatile
attempting then those Worker might help placed toward whatever inaccessible area. During
Harrods there will be an incredible act of adaptable working. There need aid such a portion
occupations such as administering the website alternately web advancement about shares of the
organization that might make carried Toward versatile work, that point the arranging alternately
at whatever planning doled out with any specific employee, At whatever the long run based task
work, whatever exploration work, every last bit these fill in Harrods permit with their workers
will bring get with portable attempting. Know these provision of portable attempting permit
Harrods permit them with cut off expense Also ended up additional powerful Furthermore
occasion when productive. Thus HRM assumes technique that happens a range for multi diverse
adaptable openings for work will meet those necessities for representatives to best engagement
Furthermore of the profit of the Harrods.
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Another type of flexibility here is financial flexibility that roams with the ability to
respond to unexpected expenses and also in the case of investments.
Numerical flexibility concerned with proper number of employee is assigned in the workplace
and by the need of demand the number of employees should be adjusted according to need.
Functional flexibility is the core theme of job rotation. It allows the manager to move or rotate
one employee to another position or another type of task.
2.2 The types of flexibility that may be developed.
It is important to adapt the flexiblity in the organisation. There should be proper
communication in the management system and the employees. There has been observed an
extensive variety for adaptability on working environment at Harrods which have been
embraced concerning illustration a method for the working environment with doing for those
compelling and proficient yield starting with the employees, beneficiary for the organization.
The flexibility in the working of the time of the employee. Giving the rest by time to time and
even the best flexible environment of working. Those specific case best utilized flexible model
during Harrods may be a piece time working. Extraordinarily in the event of recruiting a feature
occasion when laborers the fundamental consideration is paid those housewife moms with the
profit about childcare toward those work environment and the scholars taking in the related
fields. Harrods initiate a major aspect occasion when workers for winter and summer camp
offers season. At Harrods there may be a totally act of vocation imparting and employment
revolution. Similarly as a retail association the workers might have a chance to be exhausted of
attempting those same relic once more, something like that the boss permits vocation revolution
that implies roaming those workers from one table. In the event of vocation offering that worker
want’ encountered with urban decay because of industrialization, engineering imagined,
government might meet expectations carried out of other workers alternately they might finish
worth of effort about different workers and Harrods permit this way (Pitt-Catsouphes & Matz-
Costa, 2008). Every individual working in the organisation has the diffret way of working. They
have the different ability to complete the work in the different manner.Just on account of
keeping up or re-building website, the long run built arranging one task or exploration the
representatives need aid to do work outside those work environment for the consent from
claiming manager
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2.3 Use of flexible working practices from both the employee and the employer
perspective.
Some associations like Harrods permit their workers adaptable working now-a-days
dependent upon with profits to both head honcho and workers. Adaptable attempting act,
association assumes a key part done accomplishing the authoritative objectives and targets will
be in a transport with employment equality, human privileges laws also enactment. The
employee has to give the proper working hours to work it means the join and the end time has to
be fixed so that the employee do not feel uneasy to work over there. Proper distribution work
and department so one gets encourage to work and have proper value of that particular work.
Though talk occurrence around adaptable working, the thing that might make the profits
to the representatives too boss (Blair-Loy & Wharton, 2002). With the goal in the event of their
crisis adaptability of particular occupation might help them a considerable measure toward
relegating those employment. Every last one of workers if they necessity take off throughout
occasion make unpaid abandons accordingly how the associations do not lose whatever cash
worth. Additionally the way for nonpaid abandons happens on account from claiming
changeless representatives who would not scholars.
The idea for portable attempting may be likewise beneficial to both manager and
workers. Assuming that the laborer worth of effort at home or any remote put those associations
is honored for those expense diminishment varies for transportation, utilization of office
equipment, office space, organization consumption and consumption concerning particular
following the staff (Pao-Long & Wei-Ling, 2002). In the way the representatives likewise revels
in different profits of personal space toward remote place, easy way of working, and sparing for
time squandered through transportation.
2.4 Impact that changes in the labor market have had on flexible working practices.
Because of those transform to worldwide customer business sector a totally differed
progress has been observed in the process of labor market that need influence on the adaptable
working act at Harrods. The transform in the process of labor market is because of undergrad
and graduate recruitment, fast advancement for technology, migration, demographic change and
so on (Autor, 2010). Change in the labor market will affect the flexibility of the working at
Harrods. They try to adopt the flexible working environment so that cost of human resource get
minimized. There might have been a pattern done that Harrods decide the specific representative
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to the specific post now-a-days those method need to be changed and Harrods today search to
multi capable workers will be needed reinforcement for other tables in the time of crisis. The
worker market will be turning into narrower on figure out the qualified person Harrods ability
chase project in separate levels (Dennis & Alamanos, 2013). On account, Harrods does not
apply whatever biased way that is known relic Harrods ability & this ability might make starting
with any corner of the planet. Recruitment transform is same as local applicants to applicants
from different nations hosting fundamental necessities. Likewise the way of relocation of United
Kingdom starting with diverse nations that is helping labor market and need an extraordinary
effect on Harrods. Harrods may be in a plan on figure out the gifted persons to the association
there may be no concern paid of the nationality and religion of their workers furthermore hence
an extensive variety of social assorted qualities observed here in Harrods and this social
differences makes the workers will take in additional.
It has been noticed that labour changes are being considered as factors which impact the
overall outcome. It has advanced the level of globalisation so that better competition can be
provided to business. In addition to this, it can be said that labour changes has improved the
work flexibility within organisation. . Flexibility in workplace practices had helps the company
in reducing its labour wage rate. Along with this, the firm can have better control on labour
wages so that outcome can be advanced. Satisfaction among employees has also improved
through effective application of changes in policies.
Task 3
3.1 Forms of discrimination that can take place in the workplace.
There are certain type of discrimination that may happen in the organist ion. It is
basically of two types- direct discrimination and indirect discrimination. And many other
discrimination can affect the organization like gender, caste, martial status, etc. Discrimination
intends of treating somebody not the same as others because of any reason as every last bit they
are same qualified. A major sort of discrimination happens basically everywhere that globe that
is sexual orientation discrimination (Green, 2003). It has been observed at Harrods this type
similarly as those female specialists will deal with diverse.
The female specialists are requested to wear cosmetics to full occasion when from
claiming administration hour at they are working toward those shop floor. There have been also
observed an uncommon sort of clothing regulation for the female laborers to a portion
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associations that might appear badly arranged for them. Harrods constantly on occasion when
full makeup, lip stick (not along these lines deep), eye gloss, exceptional hair cut may be
stamped that indicates a useful instance of sexual orientation discrimination. A structured female
representative guaranteed that she might have been let go starting with Harrods due to not
wearing cosmetics.
An alternate will be observed in Harrods that is period separation. It has seen that the
junior graduates for post graduates need aid procured by Harrods in any case that will be not
constantly paid of the period of age applicants. It has been noticed that direct and indirect
discrimination are key sections which need to be referred properly so that long term goals and
objectives can be accomplished. If such measures are not properly referred then it might affect
the overall development. Indirect discrimination is where the policies, rules or practice are
applicable to all the individuals in same way but have adverse affect on the others. Other than
this, if person is directly involved in such unethical practice then diverse issues can be raised.
An alternate structure of discrimination happens of the representatives that is because of
inability and happened of the workers following joining the occupation (Robert & Harlan,
2006). It has been guaranteed that worker for Harrods need to send notice on takeoff the
vocation then afterward he might have been anguish from long term disease yet all the he might
have been ready to every last one of occupations required toward association.
3.2 Practical implications of equal opportunities legislation for an organization.
Equal opportunities intends such same sort of offer and offices ought to make given of
the representatives of any association from same level. Every last one of equalities ought to
make connected starting with the together primary stage about representative determination will
end. There is needed also few interesting law of the United Kingdom legislature to guarantee
equal opportunities toward associations and announced some enactment the long run with the
long haul. There are mainly two discremination direct in which the person is not in the favour of
the other person in that particular situation. Weheras in indirect discremintion the role of the
duty is same with the other or it is equal, having the impact on the people of other race.
Every last one of concerned associations would a whole lot urged with keep up the
individuals’ laws of fairness at their association particularly concerning sexual orientation
discrimination, equivalent opportunity, period separation etc. In the past situation we have
observed that there is seen an extraordinary level of medicine with those female laborers toward
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Harrods that is to such an extent conflicting of the authorized enactment. As most importantly
those matters Harrods tries it is best with conceal at its un-equal conduct it might be concerning
gender, age, disability, religion culture(Dobbin, 2009). In addition to this, it can be said that
application of UK Equality Act the overall work standards can be advanced. It assist in meeting
key goals and objectives. By having a continuous practice in regard to equality legislation the
issues can be resolved in desired manner. Practical implications of equal opportunities
legislation for Argus refers in implementing equality of job promotion, and assessing the jobs. It
also helps in finding job opportunities in corporations, non profit organizations as well as
associations. In ancient days the equal opportunities in UK were associated with Africa ad later
women are also seeking social inequalities.
The primary plan of Harrods completing along these lines will be with look after their
notoriety in kept tabs and also blacks to the stream of legitimate recruitment exercises during
inner and outer level. Harrods should create an environment where the employees feel
encourged and not having any kind of the direct or indirect discrimination in the organization.
There should be equal level of working in the organisation no discriminationto be followed in
the basis of cate, religion, gender, etc.
3.3 Comparison of the approaches to managing equal opportunities and managing diversity.
Equity and dealing with differing qualities are those primaries two imperative occupation
of senior management with reasonable nature's domain consistent for the theory and legislation,
something like that in Harrods those attempts practically on keeping eye ahead the individuals
matter until growth level. For instance, on recruitment transform Harrods infers for attracting
and finding out those practically multilevel capable persons to the presents. Concerning
illustration no bias is concerned lies here and there is no consideration paid on gender, age,
religion and nationality. In former it has been seen that in the highest point level oversaw
economy every last one of male persons doled out with making the rules, plan it and the sum
sort of choice bringing (Riccucci, 2002). Now-a-days such like over Harrods those powers
permitted female parts, top level administration which set an image of extraordinary imbalance
in the association.
An additional technique utilized here to Harrods is open correspondence that implies
conveying with the greater part level workers to raise with their longing type the organization
and to exceptional strategy settling on through arranging. It has been noticed that for effective
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