Report on Guest's Model and Flexible Working in HRM at Harrods

This report provides a detailed analysis of human resource management (HRM) practices, focusing on Guest's model and its application within the context of Harrods. It explores the differences between HRM and personnel management, industrial relations, and examines the implications of HRM strategies on line managers and employees. The report delves into various models of flexibility implemented to improve employee service quality and addresses workplace issues, including discrimination. Furthermore, it discusses HRM practices, outcomes, and the interrelationship between HR and other organizational departments. The report highlights the importance of HRM strategy, practices, and outcomes, including financial and behavioral outcomes. It also considers Storey's perspective on HRM, differentiating between hard and soft HRM approaches and comparing HRM with personnel and industrial relations. The report also provides a clear understanding of implications for both employees and line managers at Harrods, which includes job security, remuneration, and incentives. The report also provides an in depth analysis of flexible working models and their impact on employees and employers. The report offers a comprehensive overview of HRM practices in a real-world setting, making it a valuable resource for anyone studying HRM.

Managing Human Resources

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1.................................................................................................................................................3
1.2.................................................................................................................................................5
1.3.................................................................................................................................................6
TASK 2............................................................................................................................................7
2.1.................................................................................................................................................7
2.2.................................................................................................................................................8
2.3.................................................................................................................................................9
2.4...............................................................................................................................................10
TASK 3..........................................................................................................................................10
3.1...............................................................................................................................................10
3.2...............................................................................................................................................11
3.3...............................................................................................................................................12
TASK 4..........................................................................................................................................12
4.1...............................................................................................................................................12
4.2...............................................................................................................................................13
4.3...............................................................................................................................................13
4.4...............................................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
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INTRODUCTION
Now-a-days, many organizations treat their employees as resources and try to encourage
them for better performances. It considers as strategy to manage entire business activities
including workers and entity's working efficiency. Managing human resource refers to
consisting of formal system through which management can manage employees in appropriate
manner by considering major areas that are staffing, benefits and performance appraisal. In this
report, applications of guest's model of human resource management including personnel
management, industrial management and human resource management are to be determined .
Moreover, interrelationship between HR and other departments of the organization can be
understood through this study. Therefore, there result of implications is shown at line manager
and employees of Harrods. In addition to this, report also consider of different models of
flexibility which are applied at organization for better service qualities of employees and firm
(Rahn, 2015). Including this, issues arises at workplace with solutions to overcome are to
explained. The study also covers different forms of discrimination which are holds at workplace.
TASK 1
1.1
Guest's model represents human resource management strategy. It is different from
personnel management. It includes HRM strategy, practices, outcomes related to organization
and personnel performances. Therefore, applications of Guest's model of HRM can express as:-
HRM Strategy: It involves innovations, quality services and cost effectiveness tools.
This is first stage of Guest's model involves differentiation in product and services through
doing some innovation, focusing on quality and reduction in cost (Varma, and Budhwar, 2013).
Moreover, through these outcome it will result in development of whole organization and it will
lead to development of effective strategies which are formed by management.
HRM practices: Harrods, HRM includes different practices for different problems
whether it may related to recruitment or providing appraisal to there employees. Some of HRM
practices which are involved by management for their outcomes are as follows selection,
training, appraisal, reward, job design, involvement, recruiting, status and security within
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organization. Through these firm can reached out to their ultimate goals efficiently and
effectively.
HRM outcomes: For every organization commitment, quality and flexibility is most
important and crucial therefore, at Harrods, if HRM strategy and HRM practices are well
implemented their result in employees will work more efficiently. Therefore, from this it will
lead to rise in quality of employees and in organization there will more flexibility at workplace
(Allen, Lee, and Reiche, 2015).
Behavioral outcomes: By considering of various HRM outcomes firm will lead to
increase in behavioral aspect from customer. Therefore, from this, employees can get motivated,
co-operation between employees and management will rise and development in organizational
citizenship will also take place within firm.
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Performance outcomes: After determining of behavioral outcomes it will impact on
outcome of employees performance by considering greater quality, productivity and innovation
in their product and services (Peter, and Robert, 2015). Therefore, from this, it will reduce in
absenteeism, labor turnover will also reduce and does not rise in conflicts situation within
Harrods.
Financial outcomes: Through financial outcomes Harrods can earn maximum profits by
selling of their product and service in market. Therefore, from this organization can rise in return
on investment because firm goodwill has increases in retail market and company is easily
recognizable by different customers.
1.2
Storey defines HRM as strategic and coherent approach to management of organization
because they are most precious and valuable assets of Harrods, by involving of employees
working. Whether they are contributing by working in firm individually and collectively for
reaching out to achievements and set objectives. Storey also differentiated between hard and soft
form HRM because hard HRM mainly emphasize on managing of people needs in effective way
thus result in creation of additional value for Harrods and employees who are working over there
(De Silva, 2013). In addition to this, they also help in achieving of competitive advantage thus, it
result in concentrating on qualitative, some measurable criteria through this, performance
management can be analysis and can be control.
Moreover, Soft HRM consist of model at Harrods, because it are based on human
relations and which are identified by involving of employees as valuable assets, commitment and
high quality.
S. NO. Attributes HRM Personal and Industrial
Relation
1. Beliefs
a. Rules Irritation from rules at
Harrods.
Whereas, in Primark
Rules are clear and are
made mutually.
b. Contract Focuses on going Aim at written
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beyond only. contract.
c. Behavioral Harrods values, vision
and mission.
Follow norms and
customs at Priamrk.
d. Providing guidance
for management
actions
Organizational need
(Gupta, S. and
Bhaskar, 2016).
Harrods procedure.
e. Managerial task Managerial tasks are
raising at Harrods.
Whereas, at Primark
they are only
Monitoring.
f. Nature of relation Unitarianism Pluralistic
g. Conflicts Reemphasized Institutional
2. Line management
a. Management role Harrods aim is to
manage role in
Transformation
leadership.
Whereas in
Priamrkroel is manage
in form of
Transaction.
b. Communication Direct Indirect
c. Management skills Status Negotiation
d. Manager Business manager
(Armstrong, M. and
Taylor, 2014)
Personnel and Ir
specialist
3. Strategic aspects
a. Initiatives Integrated Step-by-step
b. Relations Customer Labor management
c. Speed of decision
making
Harrods decision
making of manager is
fast .
Whereas, at Primark it
is slow.
d. Forming of
corporate plan
At central level. At managerial level.
4. Levers
a. Selection At Harrods, Selection
is based on integrated
task
Whereas at Primark,
selection is based on
managerial task.
b. Pay Payment of employees
is done on
performance related
(Pandit, and Verma,
Here, by doing job
evaluation.
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2015).
1.3
In organization there are numerous of implication for both that are employees and line
manager at Harrods when they are developing some strategies at stage of HRM approaches.
Therefore, line manager need to integrate some approaches for overall organizational culture,
leadership style and setting up of goals which are related to term of production only (Singh,
2014). Furthermore, from HRM aspect senior management consist of hierarchy, rotation jobs and
changing in leadership style through this, they can reduce in conflicts situation at Harrods. Thus,
it lead to creation of brand and help in reaching out goals effectively and efficiently because their
they are not involving of any negative forces and issues at workplace.
Thus, it will result in building of team workforce because business is following
cooperation and integrated task within employees (MacDougall, and et.al., 2015). Therefore,
from this line manager can plan policies and strategies at central level for meeting out their goals
easily. In organization decision making process is fast thus it will create great impact because
line manger will also try to achieve and form their goals fast at their levels. At Harrods, for
employees they are implicating range of job security, fluctuation in remuneration, rewards,
incentives and bonuses which will be based on performance and contribution of employees at
workplace. Through this, success of team and position of team can be determined and moreover,
terms of possibilities in judgment of not leaving brands.
TASK 2
2.1
Harrods is growing exceptionally well by using of advance technology for job which is
creating greater challenges every day. In this regard, organization focuses on flexibilities at
workplace. It involves time frame and arrangements of schedule for working hours. Under
flexibility model of HRM, different aspects regarding working efficiency and time periods are
obtained (Chatterji, and Patro, 2014). Therefore, Harrods management takes maximum workout
from their employees who are engaging at their workplace by ensuring that they are personal
priorities of employee are not compromising at any level. Moreover, organization is come up
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with flexible working models which will lead to suitable solution for their job challenges because
through this, they need to sure that every employees in firm is satisfied with this model.
Moreover this, model consist of health and wellness of employees because many time
employees does not emphasize on their health. Flexible work arrangements includes factors such
as flexible schedule, reduced hours and results only in work environment. It is related to short
term off, time banking and extended time offs which influences working atmosphere at
workplace. Therefore, Harrods has implemented flexible working in its workplace because they
need that their employees provide better service and product to their customers. Their main
motto is to provide every thing everywhere. In addition to this, they also started hiring of part
time worker in organization through this, whole time worker efficiency also increases (Renwick,
Redman. and Maguire, 2013). Through telecommunication work can be done efficiently because
they do not get disturb by others at firm. However, for reducing work pressure in firm company
is recruiting and selecting both kind of employees because through this they will minimize work
pressure and for organization is cost effective too.
2.2
In Harrods, workers are considered their voice for change therefore, they always try by
improving relationship between HRM and its employees. Therefore, they have includes flexible
working model at their workplace through this, they can meet out requirement easily. In addition
to this, model provide flexibility in working by involving different option at Harrods that are
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telecommunication, freelance, part time jobs and working from home through this, they will miss
chance by working with leading people. In accordance to this, there are different kinds of
flexibility applied in organization such as dynamic, static-active and static-passive flexibility. In
which, dynamic flexibility presents ability of employees to perform their work. It involves job
rotation and getting adjusted according to situations. While, static active and static passive
flexibility includes fulfilling requirements of workers by listening towards their needs. In
addition to this, it considers as a position to maintain effective performance and applying tools
for implementation.
Therefore, changing in working environment will impact on employees' performances.
Organization requires maximum efforts by fulling up commitments through this employees
(Ahmed, and et.al., 2015). Furthermore, sometimes employees at Harrods do their work from
home, by doing traveling and work externally during working hours because they are consist of
condition to them. Through this model workers efficiency has increased and they are able to
produce more goods and services for their customers.
However, through flexible working they reduce gap in business process because they
need to communicate things and information on continuous basis (Tracey, 2016). Furthermore,
employees which are hired at freelancing they are more task specific therefore, this will lead to
development of whole organization because if task are achieved time to time then organization
can be easily recognized and their reputation also increased because more customer are attracted
because they product quality and working style are satisfactory.
2.3
HRM need to apply flexible working practices because now a days they are providing
varied benefits and purposes regarding employees and employers. Therefore, they need to
maintain line through providing equality and diversity legislation because by involving human
rights acts, healthy and safety act and fair working practices (Stone, 2013). In addition to this, at
Harrods they can accommodate with individual need for achieving their objectives easily. In
term of employees time working arrangements will be beneficial for students who are eligible to
work as part time in organization because it consist of experience and money can be earned.
However, they can fulfill their personal needs and demand which are rise by them only and their
rise in personal experience too because they have work properly by paying attention towards
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their work. At Harrods, telecommuting is process which involves in flexible working hours
because here, employees work efficiently from remote location.
In context of employers flexible working practices in Harrods, has given important
improvement in term of performance and profitability of organization. By introducing working
practices organization can improve employee performance and commitment (Rahn, 2015).
Through, telecommunication implementation it is possible for employer to work anytime from
anywhere because it help employees to work from home. Therefore, many employers spend
more time on working within organization. In addition to this, Harrods has reduce their expenses
in hiring and providing them training related to their jobs.
2.4
Harrods has sifted larger section of their workforce from manufacturing to service sector
because from this, they increase importance of service sector. Organization has adopted
flexibility working model which allows various advantages options and provide them reward to
there commitments and experienced employees for their organizational performance. Flexibility
in working arrangements impacts on workers' performances. It influences varieties of working
efficiencies at workplace. Therefore, in organization various categories are provided in
management for feeling additional time and additional expertise. Change in labor market also
result in higher demand of employees whether they are part time and full time workers.
In addition to this, change in labor market also result in increase in adoption of flexible
working practices within organization (Varma, and Budhwar, 2013). In order to this, they need to
maintain competitive advantage by providing offers of flexible working hours to its employees.
Therefore, in Harrods, change in labor market has rise in demand of service sector jobs through
this, organization need to retain more experienced employees because from this, they can attract
other employees from competitive organization. However, if in organization practices are not
provided flexible working hours to employees through this, they can suppresses managerial
control over employee governance (Peter. and Robert, 2015). Moreover, if flexible working
hours are provided to employees then they can decrease in working cultural of organization and
data of organization can be leaked. It provides idea for gaining dynamic tools and working
practices to present company's performance. Thus, changes in business activities effects on
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working practices of employees. It impacts atmosphere of firm as well presents quality of
services.
TASK 3
3.1
Harrods has focuses on making shopping experience more enjoyable therefore, from this
it became best service provider at UK. However, to achieving this, organization has develop
dress code for every employees because it seems that every workers are same for organization
there is no discrimination between them. Discrimination can be defined as an activity in which
partiality is carried out among people working in an organization. Over the past few years,
discrimination at workplace has emerged as a very serious issue for companies as it directly
results in affecting the performance of workers.
For Harrods, many report states that there are many discrimination cases which impacted
working of organization therefore, to protect them government has formed some rules,
regulation, policies and procedure (Davies, 2011). For example, Melanie stark, is employee of
Harrods, was sent home and later appointed to work in store room because she was not wearing
makeup. Then she has been reported as victim of sex discrimination in Harrods. Moreover, soon
after she was forced to resign because she was not wearing makeup.
The different forms of discrimination which can be carried out within Harrods are
mentioned below as:
Direct discrimination: When employer gives more favor to one employees than it is
called direct discrimination because through this, in organization other employees get demotivate
and their efficiency also reduces.
Indirect discrimination: In Harrods, when group of employees feel task is more difficult
but in organization other group members says that task is easy then it take place of indirect
discrimination.
Discrimination on the basis of gender: It can be termed as a very common form of
discrimination which can be carried out within the selected business enterprise (Pynes, 2016). In
this form, male employees can be given preference over female candidates in terms of pay,
designation, promotion and appraisal.
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Discrimination among Age: It is another form of discrimination in which partiality is
carried out among people working in an organization. It might be possible that young employees
may be given preferences other old workers or experienced ones. This results in creating sense of
dissatisfaction.
3.2
In terms of practical implementation of the equal opportunities Act, it can be stated that
Harrods will need to make some changes in its existing business practices and policies. Further,
the Act clearly highlights the fact that every organization needs to provide equal opportunities to
all workers and should not promote any form of discrimination in any case. This will results in
forcing the selected business to ensure that during process such as recruitment and selection fair
procedure is used and equal opportunities are provided to all candidates (Singh, 2014). On the
other side of this, Harrods also need to take care of the fact that at the time of carrying out its
business practices and operations, all workers are being treated equally irrespective of their
demographic variables. This results in creating sense of satisfaction among all people and also
contributes in enhancing the overall productivity of the selected business enterprise. It is true that
the practical implementation of equal opportunities Act will make the operations of business
more complex but in long run, it will support in the carrying out smooth flow of human resources
practices within the business enterprise.
3.3
Managing equal opportunities and diversity is very crucial factor that results in improving
between employees and employer because through efficient workforce business can reach out
goals easily (Chatterji, and Patro, 2014). Harrods, has followed approaches for effective
communication because through this equal opportunities and diversity can be easily manageable.
In addition to this, from better communication process enables organization management in
updating of employees for future strategies that are to be implemented in organization for
change. Moreover, employees are encouraged in participating during time of making decision
and by imposing with different leadership responsibility.
In addition to this, Harrods, consist of idea scheme model that help in implementing
employees to share innovative idea and contribute in improving. Through this, it provide
platform and equal opportunities to share views which are holding some changes in organization.
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