Human Resources Management at Harrods

This report delves into the Human Resources Management practices at Harrods, analyzing various aspects such as the Guest model of HRM, flexibility in working arrangements, discrimination in the workplace, and performance management methods. It highlights the importance of strategic HRM in enhancing employee welfare and organizational effectiveness, while also addressing the implications of health and safety legislation. The report concludes that effective HRM practices are crucial for achieving organizational goals and fostering a positive work environment.

MANAGING HUMAN
RESOURCES

TABLE OF CONTENTS
MANAGING HUMAN RESOURCES .........................................................................................1
Introduction......................................................................................................................................3
Task1 ...............................................................................................................................................4
1.1 Guest model of HRM applied by Harrods:............................................................................4
1.2 Differences between storey's definitions of HRM, personnel and IR practices:...................5
1.3 Implications for line managers and employees of developing a strategic approach to HRM:
......................................................................................................................................................6
TASK 2............................................................................................................................................6
2.1 Explain how model of flexibility might be applied at Harrods.............................................6
2.2 Discuss the type of flexibility might be applied at Harrods...................................................7
2.3 Assess the use of flexible working practices from both the employee and the employer
perspective...................................................................................................................................8
2.4 Impact that changes in labor market have had on flexible working practices.......................9
TASK 3............................................................................................................................................9
3.1 The forms of discrimination in the workplace:......................................................................9
3.2 The practical implications of equal opportunities legislation for Harrods Company .........10
3.3 Compare the approaches to managing equal opportunities and managing diversity: .........11
TASK 4..........................................................................................................................................12
4.1Identify and compare the performance management methods used by Harrods:.................12
4.2Assess the approaches used to managing employee welfare in Harrods:.............................13
4.3The implications of health and safety legislation on human resources practices in Harrods:
....................................................................................................................................................14
4.4 Impact of another tropical issues on human resources practices.........................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16
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INTRODUCTION
Human resources management is important component of the organization. It deal with
both the employee and employers. Human resources is a business field focused on maximizing
the employee productivity. They can be specialist focusing in on recruiting, Training, employee
relations or befits. Harrods is an upmarket department store located on Brampton in knights
bridge, London. It has 330 departments covering one million square feet of retail space (About
Harrods. 2016). It is a large company who has almost 4000 employee and almost 3000 to 3500
other agency and additional worker.
The present report is based on model of flexibility at Harrods. Types of flexible model
developed for company. Guest model of HRM, difference between human resources
management and personnel. Implication for line managers and employees of developing
strategic approach. Further in this report discuss on impact of changes in labor market had on
flexible working condition. Forms of discrimination at workplace, implication of equal
opportunities legislation for an organization and approaches to managing equal opportunities
and managing diversity. Implication of health and safety legislation.
TASK1
1.1 Guest model of HRM applied by Harrods:
All the human resource activities are involved in the human resource management model.
Organization can achieve its goals when these activities are discharged effectively (Ployhart, Van
Iddekinge and MacKenzie, 2011). HRM helps managers to train, select, develop and recruit
members of the organization.
Guest model of HRM: Guest model of HRM has 6 dimensions of analysis:
 HRM outcomes
 HRM strategy
 HRM outcomes
 Financial outcomes
 performance outcomes
 Behavior outcomes
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This model gives more focus on employees requirements and needs. It create an opportunity for
the employees to do their best. Sustainable performance are ensured from the employees through
this model.
There are two types of models of HRM: Soft HRM and hard HRM.
Soft HRM: In soft HRM, important resource are their employees. More attention is paid
towards employees needs -their rewards, roles and motivation etc. Employees are treated as a
source of competitive advantage(Bozeman, 2010). Employees participate in decision making
process of an organization. This helps employees to get motivated and work for the betterment of
the company.
Hard HRM: Employees are treated as resources like buildings and machinery. In this,
identification of work need is done and recruiting and managing of employees is done. Hard
HRM helps to promote align with business strategy, flexibility, human resource planning
strategy, work intensification and performance management. Managers orders needs to be
followed by the employees strictly.
In Harrods, the soft HRM model is been applied. The employees are treated nicely by the
organization using soft HRM model. With the help of this HRM, organization can motivates
their employees effectively and give rewards to employee performances (Pfeffer, 2010). An
organization can recognize their employees needs and will focus more on the objectives of the
business. Employees will be motivated, rewarded this will help to boost up their performances
and will benefit the organization. This will help the organization to focus more on human capital
value. Organization will able to make cordial human relation so that employees will respond in
better way.
1.2 Differences between storey's definitions of HRM, personnel and IR practices:
Harrods use HRM practices whereas Selfridges use personnel and IR practices. The
differences are as followings:
 Key relations: Harrods use customer key relation of HRM which pay attention toward
costumer satisfaction level whereas selfridges use labor management key relations of
personnel and IR practices which focuses on labor satisfaction level.
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 Speed of decision: With the help of HRM practices fast decisions are been taken which
will help to complete the objectives on time and in efficient manner (Harzing, and
Pinnington,eds., 2010).Whereas, in personnel and IR practices slow decision-making is
done which affects the overall performance of the organization.
 Communication: In HRM practices there is direct communication which helps to avoid
confusions and misunderstandings (Epstein, and Buhovac, 2014). Whereas ,in personnel
and IR practices there is indirect communication through which information will not be
given on time and accurate information will not be delivered.
 Job design: In HRM practices the job is designed in teamwork which helps Harrods to
achieve the task on time in efficient and effective manner done by the team members
(Boxall, and Purcell, 2011). Whereas, in personnel and IR practices the job designing is
done on the basis of division of labor which helps to increase the productivity and will
save time and money.
 Nature of relations: HRM practices follow unitarist nature of relation focus is more
towards team management. Whereas, personnel and IR practices follow pluralist where
focus is more on individualistic.
 Contract of employment: Harrods, terms and conditions of contract are less rigid.
Whereas (Harzing, and Pinnington, eds., 2010.), Selfridges terms and conditions of contact
of employment are written and employees has to observe it.
1.3 Implications for line managers and employees of developing a strategic approach to HRM:
Line managers are the managers whose main work is to achieve organization objectives.
Line manager main function is to make decisions, policy and to set targets. The line manager
manages employees and also provide training to new employees (Epstein, and Buhovac, 2014).
The line manager gives feedback to all the members of the team so that improvement can be
done.
Implications for line managers: strategic approach to HRM will help line managers at
Harrods to do environmental scanning. This will further helps to identify opportunities and
threats for the organization (Allen, Lee, and Reiche, 2015). This approach will also assist line
managers to make strategic planning so that work is completed on time. Through this line
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managers can make their organization even more competitive by doing SWOT analysis
(Chesbrough, and Brunswicker , 2013). In order to monitor the strategies, line managers have to
make appropriate decisions. The strategy which is chosen by the line managers have to link
organization systems, process and structure with the strategic approach to HRM.
Implications for Employees: Strategic approach to HRM will help employees at
Harrods to improve their skills, their perceptions, their visions and missions. Through this
approach employees will make a productive environment. Employees will able to meet the
needs of chosen organizations goals (Schmoldt and et.al., eds., 2013). This approach will overall
increase employees productivity. It will helps to increase employees motivation level.
TASK 2
2.1 Explain how model of flexibility might be applied at Harrods
Model of flexibility can be applied at Harrods with the changing trend of the market.
Flexibility can be in relaxed working hours, part time jobs, changes in working pattern, work
from home, job rotation etc. In order to balance personal life and professional life is too difficult
for employees and it is most profitable offer provided by business (Varma, and Budhwar,
2013.). An employee of company have freedom to take decision should be proactive and reactive
and adopted to the unstable environment. Employee should be provided more flexibility so that
they can take right step at right time effectively and efficiently. There are two approach that can
be adopted regarding flexibility are hard approach and soft approach.
Harrods has adopted the functional flexibility model for improving the organization. This
model can be applied by allowing part time working culture for workers. In addition, the
company has also allow the employee to work from home, if they have by working from
organization (Kane, 2013). Changes in working condition necessary to apply for employee
comfortable. Through adoption of this model organization gain many benefits like they receive
high quality of work, less absenteeism overall production improves and lastly reduce the cost of
operation and accommodation.
2.2 Discuss the type of flexibility might be applied at Harrods
There are different type of flexibility applied at Harrods are as follow
Flexible working arrangements: At Harrods there is a fixed time schedule for employee
and Break time for employee. When working arrangement is flexible in organization it can
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benefits in many ways like save money by increasing efficiency (Allen, Lee, and Reiche, 2015).
To increase more productivity as employee are more focused, happy and attached with their job.
In flexible working arrangements it include
Flexible working hour: There are two types of flexible working hours namely staggered
start and finish time and accrued time. These can be applied at Harrods. Staggered start and finish times: In this type, the employees can choose their time of
arrival and leaving within a limit (Mendenhall, and Osland, 2012). For example, Ordinary
spread hour can be from 6 a.m. To 6 p.m. from Monday to Friday. If they work beyond
this then Harrods can provide relevant awards to them.. Organizational core hour selected
periods of time during the day when employees are required to be at work.
 Accrued time: It is an approved hours worked in excess of an employee's standard
working requirement. Work performed after standard working hour may attract overtime
or time off in office (McDonnell, Scullion and Lavelle, 2013). This can be adopted by
Harrods.
Telecommunication: It involves employee working away from the central workplace.
For example, work from home done by an employee (Chang-Richards, Wilkinson, and
Brunsdon, 2015). Telecommunication can be done on parameters. Harrods can implement
telecommunications flexibility. However, on some position, telecommunication may not be
suitable. However if the employees work from home they are unable to have face to face
interaction with their seniors. This may negatively impact their work.
Compressed working schedules: At Harrods an employee can work for longer hours on
some days and meet their required weekly hours (Peter and Robert, 2015). Employee can also
take a day off with the time they have increased in weekly hours. Compressed working schedule
includes a 4 day week and a 9 day fortnight.
Job sharing: It is a form of regular part time work in which responsibility is shared by
two people completing the same task but working in different manner (Aladwan, Bhanugopan
and Fish, 2014). They are jointly responsible for all duties and work as a team to complete the
task. While sharing job employee can exchange and share their ideas with each other.
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2.3 Assess the use of flexible working practices from both the employee and the employer
perspective
Flexible working is not just a working from home. It is working from that place wherever
one feels comfortable to work. Flexible working use for
 Employees' perspective
Flexible working practices uses for employee benefits and it also increase work
efficiency of employees. It affects overall production capacity (Aladwan, Bhanugopan, and Fish,
2014). Employees have perspective that when they have flexibility at work place, they can easily
manage the work without any pressure. Flexible working facility for employee enhance the
power of decision making.
Flexible working practices bring many positive benefits for an employees life. It keep
balance in work life and personal life. When job share with other person it helps in solving
problem and give creative idea by having two minds applied to one task (Dale, Cooper and
Wilkinson, 2014). Skill and knowledge of employee continue, if one employee leaves there is
still someone experienced in the role.
 Employer's perspective
At Harrods flexible working hour attract a more diverse range of worker. When there is
flexible working practice then candidates will apply their for job. This system attract the people
and company can hire multi talented people (Chang-Richards, Wilkinson, and Brunsdon, 2015).
It also gain the competitive advantages. Telecommunication flexibility benefits in reduction of
accommodation cost two employees may able to share a desk. There will be less parking demand
by employees.
The arrangement is also effective for employer in order to achieve organizational goal.
Flexibility in organization motivates and energized the employee easily(Pynes, 2016). It hold
employee for longer period of time in same organization. When there is flexible environment it
organization because people like to work that place where employee get all the benefits and
flexibility. Skilled labor attracts at Harrods because of its flexibility. Skilled labor are much more
important for the organization for handling the new technology. Also for facing day to day
challenges arise due to change in market condition and customer taste and preference. However
overall productivity increase and company earn profits.
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2.4 Impact that changes in labor market have had on flexible working practices
Changes in Labor market have great affect on flexible working practices. Labor market
factor plays an important role. Skilled labor in market attract through flexibility of company. At
Harrods flexibility of wages adjust the wage rate at economic sector. Training and development
facility are able to prove market flexibility (Allen, Lee and Reiche, 2015). Skilled labor have to
apply lesser effort in carrying out overall operation in organization.
Skilled Labors demand increase because of developing technology. In organization
employees like to work if there is flexibility of time and they feel comfort to work their. Harrods
has a grater freedom to hire people when the demand increase (McDonnell, Scullion and Lavelle,
2013). Labors are informed about the job vacancy and opportunities for promotion. So employee
can easily respond to this chances and can take benefits form it. With the changes of time
technologies are more developed and skilled labor can easily use technologies in flexible
working organization.
TASK 3
3.1 The forms of discrimination in the workplace: Discrimination Based on Race or Ethnicity: This discrimination towards another race or
ethnicity. In some organization discrimination based on skin color, racial slurs or
derogatory remarks made towards them regarding their ethic background(Ployhart and et.
al., 2014). It also includes other forms of racial discrimination like negative treatment or
paid different rate because of race or ethnicity. Legislation not allowed to discriminated
any employee because of their race or ethnicity. Discrimination Based on Sex: Discrimination based on sex also takes place in some
organization. discriminated through Sexual harassment or negative treatment in work
place of because of gender. Company has not rights to unequal pay for same job profile
because of opposite gender. Any company can not discriminate individual based on their
gender(Armstrong and Taylor, 2014.). Every employee should be treated equally in
organization in order to avoid sex discrimination. Discrimination Based on Religion: In organization treated unfairly because of their
religion. This discrimination is prohibited bye law. This discrimination includes
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harassment , unfair or negative treatment. Any company cannot forced to its employees
to participant in religious activities.
 Discrimination Based on Disability: If any organization hire employee with a disability
then its ensure that they give some accommodations for them. For example: a employee
who used wheelchair so that the organization give a desk that fits with it. It is prohibited
by law that a organization not treated any employee unfair or negative because of their
disabilities.
The case of discrimination: for example: shreya ukil employee of Wipro case of discrimination
and victimization against the software giant at the London employment. She blamed on company
that the organization discriminated through sexual harassment, unequal pay and unfair dismissal.
She had claimed 12 million pounds in damages. She has won the case and the court found the
company guilty about all discrimination(The Huffingtone post, 2016).
3.2 The practical implications of equal opportunities legislation for Harrods Company Race Relations Act 1976: It is prohibited by law that Harrods not discriminated a
individual directly or indirectly on racial grounds during employment. This Act not
allowed to any organization to discriminated employee because of their race, nationality,
color or ethnicity. In this Act according to section 71, local authorities must ensure that
the organization carried out good race relation and eliminating unlawful
discrimination(Budhwar and Debrah, 2013). Sex Discrimination Acts 1975 and 1986: In this Act, it is prohibited by law that Harrods
not discriminated any employee because of their gender. In this Act it is described that a
company not discriminated any individual directly or indirectly on grounds of sex. It is
unlawful that a organization treated unfair or negative because of their gender. Sex
discrimination is occur when a employee treated less favorably than a person of the
different gender. Equal Pay Act 1970: This Act described that a man and women working for the same
job profile then they should receive same pay. It is unlawful when Harrods company not
paying same salary for those employees who are working at the same post. They should
pay equal pay for equal job. It is also analyse that man earnings is twice of women
earnings(Moran, Abramson and Moran, 2014).
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 The Disability Discrimination Act 1995: According to this act it is described that any
organization or also applied on Harrods company that they not discriminated employees
because of their disabilities and conditions. If organization hire employee with disability
then they give some accommodation for them. This act described also new rights for
disabled employee. A organization not to be discriminated against in the provision of
services , facilities and goods.
3.3 Compare the approaches to managing equal opportunities and managing diversity: Managing equal opportunities: In organization there are different views which is present
equal opportunities. This approach means cooperative efforts, regardless of gender,
disability, sexuality, equal participation and ethnicity. Some social groups protected by
law that every employee have the rights to be treated fairly(Stone, 2013). Equal
opportunities policy defined that not discriminated in employment procedures and
practices and provide equality to chosen employment. The objective of this approach to
appointed and rewarded on the basis of job and performance. This approach not consider
unlawful activity.
 Managing diversity: It is defined as a management process which managing a workforce
that is different-different attitude in terms of gender, ethnicity, race, religion and culture.
Management diversity about allowing everyone to perform job and giving opportunities
to every employee(Storey, 2014.).
 Approaches of Harrods company to managing equal opportunity and managing
diversity:The Harrods company always doing practices of employee welfare. They gives
equal opportunity to every employees to perform job. In organization they not taking any
unlawful activity. Company must recognize employee needs and rewards him according
employees job profile. To managing diversity they evaluate the performance according
their performance not taking any differences at the time of evaluation.
Similarities and differences in Harrods approaches to managing equal opportunities and
diversity:
 The main difference in equal opportunity and diversity is driven force of implementation.
 The second difference between them is the objective of tow approach.
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 The difference between them is the equal opportunity all about treat equal in organization
and not implement any unlawful activity. Management diversity is all about business and
economic within the organization.
Enhance equal opportunities is changing practices and system and management diversity
is changing company values or philosophy.
TASK 4
4.1Identify and compare the performance management methods used by Harrods:
performance management methods: Graphing rating scale: In organization to appraise performance of employee they used
some methods. A rating scale consists of a list of job duties and a scale usually from 1 to
5 or poor to excellent for rating employee performance. Rating employees according their
job or performance in organization(Ulrich, 2013). Management by objective: MBO is useful when measuring performance of employees in
supervisory position. In MBO identified employee or manager progress and which
employee achieve goal in which time frame. In this method the organization measured
performance according to identify how many of her goals she accomplished within
designated time frame.
 360 Degree method: In 360 degree method performance measured through feedback of
customer, peers, subordinates, clients and employee itself. The company used this
method at the appraisal time(Wilton, 2016. ). This method is help to measure effectively
employee performance. 360 degree feedback is very effective method to measure
employee performance because in this method they taking feedback of every employee or
manager.
Harrods used 360 degree method frequently to measure employee performance. Harrods
is a luxury shop which allows its employee to have direct relation. The employee directed by
subordinates and share the information with their superior and peers. So they can effectively
measure employee performance. Harrods also motivate to self judgment to get better result.
Harrods also used MBO or Rating scale to measure employee performance.
Enhance the effective method for organization is 360 degree feedback to measure employee
performance.
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