Strategic HRM Practices and Analysis: Ascari Cars Report

This report provides a comprehensive analysis of human resource management (HRM) practices at Ascari Cars. It begins with an introduction to HRM and its importance, followed by an examination of Guest's model of HRM and its application within Ascari Cars. The report then contrasts Storey's definitions of HRM, personnel management, and industrial relations practices. It further explores the implications of line managers and employees in developing a strategic approach to HRM, along with an analysis of flexibility models and their implementation. The report also addresses various forms of workplace discrimination, equal opportunities legislation, and approaches to managing diversity. Performance management, employee welfare, health and safety implications, and other topical issues in HRM are also discussed. The report concludes with a summary of the key findings and recommendations for Ascari Cars.

MANAGING HUMAN
RESOURCE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................5
TASK 1............................................................................................................................................6
1.1 Guest’s model of HRM that is applied in Ascari Cars...........................................................6
1.2 Storey’s definition of HRM, Personnel management and IR practices.................................7
1.3 Implications of line manager and employees for developing the strategic approach in
Ascari cars....................................................................................................................................8
TASK 2............................................................................................................................................9
2.1 Model of flexibility applied in Ascari Cars...........................................................................9
2.2 Types of flexibility that may be developed byAscari Cars..................................................10
2.3 The use of flexible working practices from both the employee and the employer
perspective.................................................................................................................................10
2.4 The impact that changes in the labor market have had on flexible working practices........11
TASK 3..........................................................................................................................................12
3.1 The forms of discrimination that can take place in the workplace......................................12
3.2 The practical implications of equal opportunities legislation forAscari Cars......................13
3.3 The approaches to managing equal opportunities and managing diversity.........................14
TASK 4..........................................................................................................................................14
4.1 Compare the performance management..............................................................................14
4.2 The approaches used to managing employee welfare in Ascari cars...................................15
4.3 The implications of health and safety legislation on human resources practices................15
4.4 The impact of another topical issue on human resources practices.....................................16
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Managing the human resource help the organization to manage the man power in the
organization by giving effective training to the employees. MHR assists the business to increase
the efficiency of the employees by motivating with the help of various means.Ascari Cars is the
British automobile organization that is headquartered in Banbury, Oxfordshire, England, and
United Kingdom. Ascari Cars is the multinational organization that manufacture car for the
customers. The study identifies the Guest’s theory of HRM that is practical in the system and
compares the differences between Storey’s explanation, organisation and IR practices. The report
assesses the express for the line managers and employees of processing a strategical
conceptualisation to HRM for the organization and assesses the model of flexibility that is
practicaly in the administration. It discusses the types of flexibility that is applied in organization
and utility of negotiable employed activity from between worker and leader perception. The
report discuss the effect of change in the proletariat marketplace someone had on flexible
employed 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 Cars
and evaluates the impact of another topical issue on human resource practices.
Figure 1Ascari Cars
(Source: Ascari Cars, 2016)
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TASK 1
1.1 Guest’s model of HRM that is applied in Ascari Cars
This is supported along the sense that Human Resource Mangement is unique from the
formal staff office way. It is the idealistic model and it is the fundamental element of the HRM
process. The guest models of HRM identify the potential of the HR manager and try to develop
the skill of the employees in the organization. The model assists the organization to win the trust
of 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 effective
way. It assist the human resource manager to achieve the organizational goals and try to motivate
the employees give their best. The model assists the Ascari Cars to achieve the management goal
by implementing the policies in better and effective way. David Guest’s proposes this model in
the 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 of
the entire department in the organization. The model is based on the hard and soft versions that
must be applied in the organization. The soft model is related with human intentions and hard
model is associated with employees that are an asset for the Ascari Cars(Sanders.et.al.2014). The
hard 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 management
will appreciate their performance it is the best way to keep the employees motivated at the work
place. The HRM Guest’s model identifies the features of the human resource management if
organization allows the employees for the comparative measurement and identifies the link
between general business planning and hr strategy.
Figure 2Guest’s model of HRM
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(Source: Guest’s model of HRM, 2016)
1.2 Storey’s definition of HRM, Personnel management and IR practices
In order to managing the human resources at workplace, there are different types of
process and tactics have been used which are selected by the HR manager according to condition
and 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 performance
considering the strategic objectives of organization. According to this term, HR manager of
organization majorly focus on the policies, selection and recruitment process that have
significant impact on the achievement of individual and organizational objectives.
Personnel management:
According to Storey, personnel management refers to obtaining, using and maintaining
the workforce. For organizational prospective, personnel management involve planning,
organizing, compensation and integration of employee oriented policies to maintain the growth
and effectiveness in organizational activities.
IR practices:
For organization, it is important to develop and implement rules and regulation to manage
the behavioral and performance of employees. The term IR practices involve the analysis and
consideration of legislations that are being proposed by the leading authorities to maintain the
ethical and legal process for managing the human resources.
Table 1: Difference between HRM and Personnel management
Elements Personnel and IR (Ascari
Cars)
HRM (Bentley)
Employee relation Adversarial, this only focus on
the individual interface
Developmental and
collaborative, consider the
overall gaps in human
resources
Orientation Activated, HR manager first
analysse the situation and
Retroactive, HR managing
director predict the conditions
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after examine the condition
(Storey, 2014)
and make decision
consequently
Organize Individuals functions, every
single has various approach
for designing and playing the
actions
Inherent programs develop the
cooperative approach to meet
the HRM objectives
Client Administration, this only have
concern over the leading
people of organization
Administration and worker
both
Value Command, status Difficulty focussed to enhance
the effectiveness of operations
and functions.
Major Role Regulative and evidence
keeping
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 in
their business, their role is to execute functions like target setting, policy making, decision
making. The individual is responsible for managing employees and resources. A line manager
places a high priority on coaching employees, good coaching results in achieving the targets on
time. 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 of
the team, communicating with the employees about departmental goals. Line manager is
significantly responsible for overall operations, provides support and guidance to the employees
for accomplish the targets given (Vahlhaus and Simón, 2014). A line manager is sometime
confronted 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 given
responsibility and roles for their work. They are been trained and encouraged to provide best
service in different dynamic environment. These types of motivations would bring the
organization with the competitive edge to deal in any type of situation by providing good
services to the customers. An employee should have a clear idea that how to grow professionally
and improve knowledge, skills and experience. Employee should give feedback about the work
culture at the workplace, which works on improvement of the organization. An employee always
seeks support from line manager and other staff.
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TASK 2
2.1 Model of flexibility applied in Ascari Cars
Flexibility means to set and put the ability in the worker in order to perform better.
Organization has to give freedom to the employees to work in the organization and to take the
decision for the betterment of the organization. The flexibility model decreases the work from
the senior employees and tries to keep the employee energetic for the better performance. HRM
can design that kind of occupation in the social group that helps the employer to perform better
and transfer the unnecessary burden from the employees. The main motive of the Ascari to
transfer to manage the work in that situation that keeps the employees motivated and always
encourages them to work better. Flexibility model motivate provides risk free situation to the
employees thus they found the job security and easily win the trust of the employees.
Employee’s flexibility raises the productivity in the organization and also increases the job
satisfaction among the employees. It helps the business to remain on the top position in the
market and assists the business to gain the competitive advantage. The flexibility model provides
the responsibility to the employees thus they feel motivated in the organization (Do.et.al.2016).
The flexibility depends on the nature of the job if it is at high level than employees can transfer
the work to the subordinates. HRM department provides rebate to the employees in order to
perform better and maintain the efficiency of the employees for the better performance.
The flexibility in the performance may improve the production capacity of the employees
and also motivate them to perform better. Management must fulfill the demands of the
employees in order to transfer the responsibility. Lack of motivation and lack of concentration
towards the work may affect the work of the Ascari Carsso proper training and job sharing must
be done at the work place.
The concept of the flexible firm was originated by Atkinson(1984). There is a growing
trend for firms to seek various forms of structure and operational flexibility. There are three kind
of flexibility core areas :
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Functional Flexibility: In this employees can be redeployed quickly and smoothly
between activities and tasks. Functional flexibility may require multitasking employees.
Numerical Flexibility: In this area number of employees can be quickly and easily
changes in the level of demand for labor. This core area refers to a firm’s ability to adjust the
level of labor input to meet fluctuations in outputss.
Distance Flexibility- This refers to increase use of other firms that undertake non-core
activities such as catering, cleaning.
Financial Flexibility: In this area provides pay and reward structures on the bases of
supply and demand in the external labor market.
Temporal Flexibility- It is concerned with the pattern of hours worked and linked to the
demands of the business.
Ascari organisation is has to developed their working practices according to time ,
whereas in company provide flexibility of doing part time working methods or else some they
provide work from home to employee. So in that case employee feel comfortable with their
working patterns and satisfied with organisation culture.
Atkinson-Shiffrin memory model has three component sensory register, short-term store,
long-term store.Sensory register means where sensory information enters memory it takes around
1/4 to 1/2 seconds.Short term store is between the sensory register and long term store as it
receives and holds input from both.Long term store is the place were information is hold for long
time or forever.
2.2 Types of flexibility that may be developed byAscari Cars
Flexible working at the organization may raise the productivity and attract the new
employees towards the organization. This may help the business to find that kind of employees
which are attentive and committed to the allotted task. In the present scenario Ascari adopts two
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kind of flexibility models in the organization that may help the business to gain the competitive
advantage are as follows:
Numerical flexibility: Under this kind of flexibility organization has to do the short herm
contracts with the employees to perform better. Different employees are dependent on the
organization for task. It can be said that demand of the organization fluctuate as per the time that
cannot be maintained as per the set bench mark standards. As per this flexibility model
organization may use the required number of employees to complete the task. With the help of
this flexibility model organization may hire the skilled employees in the organization and give
them training as per the task. This model may maintain the demand and supply of the labor in the
organization.
Functional flexibility: This model of flexibility may help the business to utilize the effectiveness
and efficiency of the employees for better performance (Nandakumar.et.al.2014). The Hr
manager of Ascari can use the different type of flexibility tool to maintain the flow of employees
in the organization at the urgent situation. As per the implementation of the model in the
organization it may raise the productivity of the organization. Training of the staff may be done
while transferring the staff from one department to another.
2.3 The use of flexible working practices from both the employee and the employer perspective
Various flexibility models are used by the organization in order to promote the flexible
working condition at the work place. This kind model helps the employees to perform better and
try to motivate the employees for the better performance. Another benefit of the flexibility model
is that it increases the productivity of the organization and profits too. Flexibility model raise the
motivation level of the employees by which organization may retain them for the long tenure.
The models of flexibility are as follows
Job sharing: Under job sharing employees may share the job with the subordinate and try to
decrease the burden of the job (Wheatley, 2016). It assists the business to maintain the flow of
work in the organization. It is the best way to keep the employees motivated and retain them for
the longer period. Job sharing maintains the work load on the employees in case of absence of
any engineer in Ascari than subordinate may work in his absence. This kind of working culture
in the organization helps the business to easily achieve the organizational goal.
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Employment of part-time: In Ascari employees may work freely with any work load. The
organization adopts flexible working condition thus they are able to achieve the management
goals. Flexible model assists the business to provide part time employment opportunity to the
new employees thus they are able to work as per their desire and complete the task. Hr manager
hire that kind of employees who want to work for the limited hours and organization pay them
on the daily basis. For example students, housewife who is willing to work with Ascari Cars may
join the organization.
Home working: Home working is another flexible working condition that helps the business to
maintain the work efficiency of the employees. Home working is good facility for the female
employees in the organization and tries to boast the efficiency of the employees (Pedersen and
Lewis, 2012). For example: female employees in Ascari cars have the facility to work from
home in the last day of the week end.
Figure 3 Flexible working practices
This figure is showing that how flexibility make all the things balance.Flexible working is on the
rise, giving employees flexibility on where, when and the hours they work. It is traditionally
been associated with the needs of parents and carers, but increasingly organization are
recognizing the business benefits of a more flexible way of working
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2.4 The impact that changes in the labour market have had on flexible working practices
Change in labour market on working practices, where in an organisation company provide all
above sated flexibility which help to provide positive environment in their work place. With the
help of flexible working hour more employee get retain in cited organisation. Flexibility
provides high employment and decrease in workforce turnover. It helps to increase a healthy
relationship with top management to workers. Change labor market increase demand of the
service sector jobs. Flexible working practices is offer to retain the experienced work force and
to attract other employees.
Change in the labor market is a main issue in an organisation. The labor market has
consequence is the increase adoption of flexible working practices. In other to keep
competitive advantage over the other organisation. There is one dis advantage of this flexible
working practices is that proving more flexible working to employees makes employees lethargic
and there is no proper delineation between home and work. Moreover, establish more flexible
working hours often result in the decrease on the number of in working staff to handle the
customers.
The impact of changes in the organization with the help of flexible working conditions
that efficiency of the employees may be raised and profit figure of the organization is also been
increased. It has been identified that changes may give positive and negative impacts both in the
organization either in the form of profit or in form of loss. The changes may increase the trust of
the employees on the organization but made them lazy at the time of working. Ascari is
providing all the facility to the employees but still they are not getting the employees of their
requirement. In the present scenario due to fluctuation in the labor market planning and
development plays vital role but lack of planning May affects the growth of organization. The
retention of workers is also a difficult task for the organization rather than organization offers
high salary packages and flexible working condition than also they are not able to retain them.
This kind issue affects the development of the organization and de-motivates the current
employees to continue the job (Glitz, 2012).Job sharing also affects the business due to continue
change in the job may make the work hectic and thus employee may leave the job.
The impact of change in the organization may affects the labor turnover in the
organization and this may be the serious issue for the business. Continues change in the work
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may affect the brand image of the organization and create the burden on the hr manager to hire
the employees in the organization.
TASK 3
3.1 The forms of discrimination that can take place in the workplace
Discrimination at the work place may hamper the brand image of the organization in the
market. Ascari have identified the discrimination at the work place and implement different kind
alternative to eradicate this problem from the organization. Different kind of discrimination has
been identified in the organization are as follows:
Gender discrimination: This kind of discrimination affects the image of the organization in the
market and keeps the employees de-motivated towards the top management. Under this
discrimination manager always give work priority of the male employee and always ignore the
capability of the female employees. Gender discrimination hampers the women rights in the
organization and thus female employees sue the organization related to the work. For example
manager in the Ascari always give night shift to the male employees rather than female
employees this kind working flexibility is not available for the female candidates
(Crawford.et.al.2013). Even at the time of recruitment hr manager prefer the male candidates and
reject the female candidates at the time of interview.
Discrimination of disability: Under this discrimination organization hire the perfectly fit
organization in the organization and reject the disable person. This kind of discrimination affects
the morale value of the candidate and it give s negative impact of the organization in the market.
For example person is disabling by hand or nay body part hr manager in the Ascari may reject
that kind of candidate and hire the fit person.
Discrimination of religion: This kind of discrimination is related to the cast of the person and
much time management may reject the person due to his her caste (Freeman, 2014). It is the
biggest disadvantage of the post and designation in the organization.
Figure 3 Forms of discrimination
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