Human Resource Management Report: Models, Practices, and Strategies

This report delves into the core concepts of Human Resource Management (HRM), beginning with an introduction to the subject and an overview of its importance within organizations. It explores Guest's model of HRM, detailing its components and implications for strategic alignment, practice, outcomes, and employee behavior. The report then differentiates between HRM, personnel management, and industrial relations, highlighting their contrasting beliefs, strategic approaches, and key levers. The discussion extends to the implications for line managers and employees in developing a strategic HRM approach. Furthermore, the report examines models and types of flexibility, including functional, temporal, and financial flexibility, along with flexible working practices and their impact. Finally, the report addresses forms of discrimination, the practical implications of equal opportunities legislation, and approaches to managing equal opportunities and diversity within organizations. The report concludes with a summary of key findings and recommendations for effective HRM practices.

MANAGING HUMAN
RESOURCE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Guest's model of HRM.....................................................................................................1
1.2 Difference between HRM, personnel and Industrial Relation practices..........................2
1.3 Implication for line managers and employees for developing strategic approach...........3
2.1 Model of flexibility...........................................................................................................4
2.2 Types of flexibility...........................................................................................................5
2.3 Flexible working practices...............................................................................................6
2.4 Impact of changes in labour market have had on flexible working practice....................6
3.1 Forms of discrimination...................................................................................................7
3.2 Practical implications of equal opportunities legislation..................................................8
3.3 Approaches to managing equal opportunities and managing diversity............................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human asset is an integral part of each and every kind of association. Without assistance
of them, an organisation cannot exist. Along with this, they help to manage all activities which
are associated with business (Management and human resources, 2017). If company wants to
survive for long period of time, they have to perform effectively in the marketplace for which
they require efficient staff members in their firm. It is essential for employer to cater flexible
working environment to their workers, hence they can do their work within time and
organisation can attain their targets appropriately. In this assignment, there is the description
about HRM and the way firm manages their manpower. Along with this, there is an explanation
regarding Guest's model of human resource management. Additionally, there are some ways of
discrimination in organisation which are going to be described. Each and every worker has a
right to get equal opportunity in firm irrespective of their age, gender and so on that will be
studied here as well.
TASK 1
1.1 Guest's model of HRM
There are two dimensions which are associated with Guest model of HRM and these are
both hard soft as well as loose soft. This is provided by an observer guest and along with this
there is other expert Storey. HRM portrays about dimensions of this hypothesis that both
attributes are much similar to development of human relation, which assist to identify people.
Along with this, it is much connected to utilize of talent of entire persons and in addition to Mc
Gregor's hypothesis (Guest, 2011).
There are some components which are related with Pampillano Guests model, are stated as
beneath:
 HRM strategy: This approach is carried out by company, therefore they can easily hire
some individuals for their organisation and thus they assist them in their growth as well
as development. Their plan is to engage their staff members always. It is because; if
individuals are bound then they will do their work more effectively and efficiently as
compared to others.
 HRM practice: Enterprise is using this as it comprises of recruitment, performance as
well as selection. It will aid new workers, therefore they can do their work in an
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appropriate manner. As a result, it will help them in their career improvement or
enhancement (Jiang and et. al., 2012).
 HRM outcomes: It assists in acquiring responsibility as well as quality to Pampillano, it
could assume critical part in procedure of human resource management as there are
various workers who are bounded by superior. It is necessary for manager to develop
some strategies; so that they can enhance performance of their staff members. For above
stated purpose, they need to comprehend demand of their labours and by satisfying it,
they can keep up reputation of firm.
 Behaviour outcome: There are some sort of it, which are adopted by Pampillano.it will
comprises Motivation, collaboration, representative bound and along with this
hierarchical subject amongst their workers.
 Performance outcomes: If firm wants to improve their work execution, then, they have
to develop some plans. As a result, association can easily increase its productivity. Along
with this, it is must for enterprise to produce their items in a creative way, thus they can
attract many clients towards them (Lengnick-Hall, Beck and Lengnick-Hall, 2011).
 Financial outcomes: It is attained by them, as policies of association is much effective as
well as appropriate. If company is financially stable then they can accomplish their work
in an effective as well as efficient way.
1.2 Difference between HRM, personnel and Industrial Relation practices
There are various distinctions amongst them because it consists thoughts as well as
contradictions. Human resource management is a unique managerial discipline and contains
several perspectives which are associated with personnel management and industrial relation.
Fundamental purpose of PM and in addition IR is to provide some targets to manager, so that
they can set goals for their workers. As a result, they will do their work in an effective manner
and accomplish prerequisites of shareholders. Rather than this, human asset administration is
theoretical approach which assist company to take competitive benefits from their rivals through
developing some strategies for business (Chelladurai and Kerwin, 2017).
Abstractive hypothesis is set up by Storey and it provides some distinctions amongst
personnel management and industrial relation against human resource management. It can have
distributed into some categories, which are mentioned as below:
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Category Personnel management and
Industrial relation
Human resource
management
Beliefs and Assumptions It is essential to render a
proper description regarding
contract.
Manager of human assets
energize their staff members,
thus they can do their work in
more effective as well as
efficient way.
Strategic aspects It consumes too much time to
take an appropriate judgement
(Jackson and et. al., 2011).
This method is connected with
clients, therefore it is necessary
for employer to take decision
as quickly as possible.
Line management It is transactional. It is transformational.
Key levers In this, there is prohibition on
communication. Salary give to
workers as per evaluation
basis.
But in HRM it is essential to
maintain an appropriate
conversation. In this, salary
provide to staff members on
the basis of their performance
(Renwick, Redman and
Maguire, 2013).
Strategies are not much related with each other and thus it is important for employer to
put their labours in various directions, hence they can accomplish their set targets within
stipulated time span.
1.3 Implication for line managers and employees for developing strategic approach
Human resource management is a structural formulation which is associated with
recruitment, motivation as well as training of people. Thus, they can easily face challenges which
are present at dynamic surrounding. Manager of Pampillano is trying to select and recruit
capable and in addition skilled individuals, therefore they can attain their desired goals and
targets in an effective and efficient manner. Employer cater duties and along with this
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responsibilities to their labours, hence they can manage entire activities of organisation (Buller
and McEvoy, 2012). There are several methods which can be utilized by superior of Pampillano,
as it can be useful for them in their human resource activities. Some of them are mentioned as
beneath:
 Create desire: It is must for employer to develop some significance of prerequisites of
HR and along with this opportunity in mind of formation managers.
 Providing support: Human resource administrator can provide essential help to line
employers, consequently they can organise their work in an appropriate way.
 Grow capacity: Fundamental duty of line superiors is to manage entire operational
activities which are associated with short term. It will be increased as per time, therefore
they can enhance their revenues (Daley, 2012).
 Developing competencies: If manager of Pampillano is providing training to their staff
members, then they can easily improve their work effectiveness. As a result, they can
accomplish their work within provided time and along with this in budget.
 HR responsibilities: If employer wants to comprehend importance of task which are
associated with human resource, then they need to develop an effective communication.
For above stated purpose, they can also implement some hypothesis as it will assist in
proper conversation (Armstrong and Taylor, 2014).
2.1 Model of flexibility
It is essential for each and every kind of firm to maintain as well as enhance flexibility
within premises, as a result they can easily take benefits from their competitors at marketplace.
Along with this, they can survive in dynamic environment effectively and efficiently. It will give
inspiration to labours, thus they can get an adequate outcomes. Every company has their own
model related to flexibility (Chang, Gong and Shum, 2011). It can be depend on relations of
employees as well as management. Alongside this, with assistance of an effective framework, an
enterprise can improve their work capacity, as a result they can compete their rivals at
competitive world and increase their profits. Flexibility hypothesis helps to attain desired goals
and in addition targets. By utilising this, manager can determine extrinsic threats as well as
opportunities, so that they can grab chances from market and improve their market share.
Flexibility model is provided by Atkinson, in this he divided employees into two groups
which are mentioned as below:
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 Core workforce: These kinds of staff members do important and functional exercise
which are linked with association. Along with this, they are much competent and
knowledgeable. They are working with company from long period of time and can be
helpful form long time improvements as well as planning.
 Peripheral workforce: They are totally opposite from core workers (Camelo-Ordaz and
et. al., 2011). This sort of people hire by superior for short term basis. For example: part
time, temporary and so forth.
2.2 Types of flexibility
There are various forms of flexibility, which can be formulated in Pampillano, are stated
as below:
 Functional flexibility: Manager of company assign various kinds of duties to their
employees time to time. Thus, it is essential for employer to provide training to people, so
that they will do work in an effective manner. To make functional flexibility more
adequate they can outsource some products.
 Temporal flexibility: As indicated by this, superior cater some opportunities to their
workers, therefore they can do their work in multiple shifts and overtime also (Wright
and McMahan, 2011).
 Financial flexibility: Pay of labours can be vary as per their performance as well as
position.
In Pampillano, manager has to provide some additional sort of things to their employees,
hence it will assist them to improve their motivation.
 Employer can give additional rewards to their labours, such as providing breaks so that
they can relax.
 If any individual is not able to come office, then he/she can give them a facility to do
their work from home.
 Employer can render paid off to their staff members.
 They can provide paid voluntary work to their employees.
2.3 Flexible working practices
Adaptable working practices are much related about giving effective facilities to staff
members for their working period of time; it comprises some things, like when, where as well as
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how much time they do their work (Mathis and Jackson, 2011). This additionally advantageous
for associations, thus they can expand efficiency, achieve and along with this hold ability too.
There are say underneath the upsides of adaptable working practices, which is related to
Pampillano:
Give opportunity and employment fulfilment: When employees get flexibility in time
table of their working, then they will easily attract towards that kind of company. Alongside this,
working practices are dependable to achieving as well as holding best and suitable campaigner
towards business element. If working period of time is as per their choice, then it will enhance
their interest. As a result, they can do their task more appropriately and it will cater them
occupation satisfaction (Managing human resources, 2017).
Decreasing operating expense: The practices can ease up working rates. Along with
this, the HR supervisor of association doesn't have to develop strategies to keep up etiquette of
division. Workers can build up their abilities and learning. As a result, they can reduce
unnecessary cost from their firm.
Disadvantages: These are mentioned as beneath:
 Adaptable working practices are not connected in a wide range of business ventures.
Since staff members are exceptionally connected with each other, as a result they can't
concentrate on their work (Messersmith and Wales, 2013).
 This can progress toward becoming load for association. Along with this, employer of
company do not want to face any issues regarding work allotment as sometimes it is not
possible for them to provide task to their employees as per their choice or schedule of
their working.
2.4 Impact of changes in labour market have had on flexible working practice
Environment is dynamic in nature, therefore enterprise has to modify their production as
per surroundings. If company wants to attain their targets within an appropriate time effectively
as well as efficiently, then it is essential for them to hire best employees, who have required
capabilities. Along with this, they can do their operational activities in an adequate way (Bloom
and Van Reenen, 2011). Hence, it is must for them to restructure their work place flexibility as
per circumstances of market.
Demography in labour market: This will alter situation of supply as well demand of
products. If any worker is doing their work ever after his or her retirement, then life expectancy
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will enhanced. But if there is decrement in birth rates then it will reduce group of worker who are
new. In organisation, if there is maximum number of women then there contribution will be
increased. Along with this, then firm has to embrace or alter their policies on regular basis.
Employer of enterprise can utilize various kinds of flexibility plans, thus they can easily manage
workforce diversity in their firm (Armstrong and Taylor, 2014).
3.1 Forms of discrimination
As indicated by International labour organisation (ILO), in company there will be various
kind of discrimination, such as age, religion, caste, colour and so on. In these matters distinction
can be prohibit same chances for all. In an organisation, if there is any sort of differences, then it
may influence performance of staff members, motivation, development procedure etc. as a result,
an enterprise can lose their competitive advantages. Along with this, it will be difficult for them
to fulfil their targets.
 Age based discrimination: In firm, there will be differences in rights as well as
opportunities because of age element. When manager judge their workers, then it has to
be fair, they must examine them according to their performance, not by their age
otherwise it will be illegal (Guest, 2011).
 Religion related discrimination: In organisation, there are various sort of people and
have their own beliefs and faith. Thus, it is essential for employer to develop some
policies, so that they can restrict these kinds of activities within premises.
 Discrimination in compensation: It is must for employer to cater rewards to their
workers, as it works as motivation. As a result, productivity and sales of firm will
enhance. It must be provide them according to their performance irrespective of their
gender, junior and so on.
 Discrimination of disability: In firm, every individual has equal privilege, irrespective
of their disability. No employer can underestimate them, as they are disable (Jiang and et.
al., 2012).
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Age based discrimination: In firm, there will be differences in rights as well as
opportunities because of age element. When manager judge their workers, then it has to be fair,
they must examine them according to their performance, not by their age otherwise it will be
illegal (Guest, 2011).
Religion related discrimination: In organisation, there are various sort of people and
have their own beliefs and faith. Thus, it is essential for employer to develop some policies, so
that they can restrict these kinds of activities within premises.
Discrimination in compensation: It is must for employer to cater rewards to their
workers, as it works as motivation. As a result, productivity and sales of firm will enhance. It
must be provide them according to their performance irrespective of their gender, junior and so
on.
Discrimination of disability: In firm, every individual has equal privilege, irrespective
of their disability. No employer can underestimate them, as they are disable (Jiang and et. al.,
2012).
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Illustration 1: Forms of Discrimination
(Source: Grollman, 2012)

3.2 Practical implications of equal opportunities legislation
If company wants to attain their objectives in an effective way and along with this, take
competitive advantages from their rivals then it is essential for them to keep up their
surroundings. Additionally, they have to render equal chances to their staff members, as a result
they do their work with more efficiency. It works as a motivation and will assist to improve work
performance of employees. Therefore, they will achieve standards which are set by manager of
Pampillano. There are several exercises which will assure that employer is providing equal
chances to their staff members, are mentioned as below:
 Superior can implement policies which are associated with equal employment
opportunities, thus each and every worker will aware regarding all rules and regulations
(Lengnick-Hall, Beck and Lengnick-Hall, 2011).
 It is must for employer to provide best working surroundings to their staff members, thus
they can do their work with maximum efficiency.
 Manager of Pampillano has to provide similar chances to their employees regarding
promotion, rewards and so forth.
 It is necessary for employer to make their workers comprehend about procedure if
disputes solving, therefore they can take part in this appropriately (Chelladurai and
Kerwin, 2017).
3.3 Approaches to managing equal opportunities and managing diversity
It is required for manager of company to give equal chances to every staff individual, for
this purpose, they can formulate some kind of policies and along with these strategies.
Manpower diverseness can affect growth and success of firm and in addition it will assist them to
take benefits from their contenders at competitive world. However, equivalent chances are much
connected with responsibilities, efforts and along with this worker’s participation in entire
exercises. Manager cannot make any discrimination in context of age, gender, caste etc. of their
employees (Buller and McEvoy, 2012). Superiors has to develop some regulations as well as
rules related to process of recruitment as well as selection, thus they can eliminate distinctions.
It is must for superior to render best working surroundings to their labours, therefore
they can do their task in an effective and efficient way. As indicated by act of human rights, each
and every worker have a privilege to get equal pay of similar work irrespective of their ages.
Along with this, it is essential for employer to develop an appropriate communication within
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association, hence subordinates can easily share their thoughts with superiors. As a result, they
can accomplish desired goals and targets within adequate time span. Instead of this, Pampillano
render some programmes which are related with career development, therefore they can enhance
work execution of their staff members. Organisation is not promoting any false thing in
community and along with this, they cater similar opportunities to their labours which will help
them in their improvement and success (Daley, 2012).
Comparison amongst managing equal opportunities and managing diversity are
mentioned as beneath:
Managing equal opportunities Managing diversities
It is related to external elements. It is related to internal factors.
Activities are done in group basis. Work is done by an individual.
It is an operational approach. It is a tactical approach.
This is basically focus on procedures. It focus on consequences (Chang, Gong and
Shum, 2011).
CONCLUSION
As per above mentioned report, it has been concluded that it is essential to manage
human resource management of organisation as success as well as growth of company largely
depend on them. If it is managed in an effective way, then they can easily attain desired goals
and objectives within provided period of time. To manage it in an appropriate manner, employer
can develop some strategies. It is essential for them to provide flexible working surroundings to
their workers so that they will complete their tasks in a proper and effectual manner. Also, it has
been assessed from the report that, each and every employee has to be treated equally in firm
irrespective of their age, colour, caste, race, religion and so on.
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REFERENCES
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Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Camelo-Ordaz, C. and et. al., 2011. The influence of human resource management on knowledge
sharing and innovation in Spain: the mediating role of affective commitment. The
International Journal of Human Resource Management. 22(07). pp.1442-1463.
Chang, S., Gong, Y. and Shum, C., 2011. Promoting innovation in hospitality companies through
human resource management practices. International Journal of Hospitality
Management. 30(4). pp.812-818.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Jackson, S. E. and et. al., 2011. State-of-the-art and future directions for green human resource
management: Introduction to the special issue. German Journal of Human Resource
Management. 25(2). pp.99-116.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
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Mathis, R. L. and Jackson, J. H., 2011. Human resource management: Essential perspectives.
Cengage Learning.
Messersmith, J. G. and Wales, W. J., 2013. Entrepreneurial orientation and performance in
young firms: The role of human resource management. International Small Business
Journal. 31(2). pp.115-136.
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Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
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Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
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