UKCBC Report: Managing Human Resources - Topical Issues in HRM

This report provides a detailed analysis of various aspects of Human Resource Management (HRM) within organizations, focusing on key theories and practices that impact organizational effectiveness. It explores Guest's model of HRM and compares Storey's definitions of HRM, personnel, and IR practices using Barclays and Royal Bank of Scotland as examples. The report assesses the implications of strategic HRM for line managers and employees, examines the application of flexibility models, and discusses the impact of labor market changes on flexible working. Furthermore, it addresses discrimination in the workplace, the practical implications of equal opportunities legislation, and compares approaches to managing equal opportunities and diversity. Finally, the report identifies and compares performance management methods, assesses approaches to employee welfare, discusses the implications of health and safety legislation, and evaluates the impact of topical issues on human resources practices.

UKCBC
Topical issues on Managing Human Resources
Alin George Chirca ID 13174
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Contents
Introduction...........................................................................................................................................3
Task 1....................................................................................................................................................4
1.1. Explain Guest’s model of HRM as applied to the organisation of your choice...........................4
1.2. Choosing two organisations of your choice compare the differences between Storey’s
definitions of HRM, personnel and IR practices................................................................................5
1.3 Assess the implications for line managers and employees of developing a strategic approach to
HRM for any organisation of your choice.........................................................................................6
TASK 2.................................................................................................................................................7
2.1 Explain how a model of flexibility might be applied in your organisation..................................7
2.2 Discuss the types of flexibility which may be developed by your organisation...........................7
2.3 Assess the use of flexible working practices from both the employee and the employer
perspective.........................................................................................................................................8
2.4 Discuss the impact that changes in the labour market have had on flexible working practices....9
TASK 3...............................................................................................................................................10
3.1 Explain the forms of discrimination that can take place in the workplace using examples of
recent discrimination cases which has made the news.....................................................................10
3.2 Discuss the practical implications of equal opportunities legislation for an organisation..........11
3.3 Compare the approaches to managing equal opportunities and managing diversity. You should
give examples from a selected organisation and discuss the similarities and differences in their
approaches to managing equal opportunities and diversity..............................................................11
Task 4..................................................................................................................................................13
4.1 Select an organisation you work or have worked for, identify and compare the performance
management methods used..............................................................................................................13
4.2 Assess the approaches used to managing employee welfare in your organisation.....................13
4.3 Discuss the implications of health and safety legislation on human resources practices............14
4.4 Evaluate the impact of another topical issue on human resources practices...............................15
Conclusion...........................................................................................................................................16
References...........................................................................................................................................17
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Introduction
This report is detailed study of various aspects related to Management of human resource
within organisation including various theories and human resource management practices
which significantly affect the effectiveness of the organisation. There will be explained
various aspects related to the theoretical knowledge of the human resource management
within organisation that can be used in further achievement of the organisational goals and
objectives. We will have knowledge about the different aspects related to the effective
management of the human resource within organisation. There has been taken different
organisations for the purpose of making others understand about the various aspects of
human resource management required within an organisation.
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Task 1
1.1.
Human resource management is defined as the techniques, policies and procedures which are
using by the organisations for effective management of its human resource that are making
their efforts for making the organisation to achieve its goals and objectives. It comprises of
different functions such as recruitment and selection, motivation, compensation etc. In the
year 1987 there has been developed Guest model by David Guest which is focused on the
assumption that the traditional approach of personnel management is different from the
human resource management in different aspects (Kramar, et. al 2013). The basis of this
model is an assumption that human resource management is effective and required to achieve
organisational goals and objectives. Further, it also comprises of 6 factors which are
important to be considered from the perspective of personnel management. This is because
the overall efficiency of an organization is influenced by these factors. Following are the
factors which are included in the Guest model help in achieving the objectives of the business
(Kramar, et. al 2013).
1. HRM strategy
2. HRM practise
3. HRM outcomes
4. Behaviour outcomes
5. Performance outcomes
6. Financial outcomes.
Analysis of Guest model of HRM defines various aspects through which the overall
operations of the firm can get impacted. The analysis shows that this model is similar to the
Harvard model of HRM and there includes commitment aspects which showed the relations
with valued business consequences (Sparrow, et. al 2016). Barclays is a financial institution
based in UK and providing different financial services to the customers and expanded its
business in different countries around the globe. The expansion of the organisation is
showing the huge number of human resource involved in the organisational activities and
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required to be managed in effective manner. The company is adopting Guest model to
manage its human resource in effective manner. The company adopted this model for
effective recruitment and selection, organising different trainings and development
programmes for employees that can help in making positive working environment which can
make impact on the overall effectiveness of the organisation (Sparrow, et. al 2016). This will
help in achieving effective level of productivity within organisation and also make positive
impact on the quality of the services providing by the company due to effectively managed
human resource in company.
1.2.
There are different models of HRM which can be used by organizations and can lead to the
success of the firm. Storey’s model of HRM is focused on the making theory which
differentiates between the commitment of the employees and their actual capacity to perform.
This theory defines the importance of the availability of HRM and its function in the
strategies of organisation which are planned initially in the organisation that aid in facilitating
the future aspects and functions of the organization. The merger of HRM with the overall
organisational activities and decisions can lead to effective growth of the organisation
(Härtel, et. al, 2015).
In Barclays there has been adopted effective human resource management and its activities
which help in achieving the organisational goals and objectives in effective manner. This is
done by the company by effectively adopting the HRM in the overall strategic management
of company and this leads to effectively show the importance of the organisation (Jackson, et.
al., 2012).
Royal Bank of Scotland is financial company which is providing financial services to
customers and employed huge number of employees making their efforts for the organisation
to achieve their goals and objectives. The company is adopting personnel and IR practices in
which there are defined the human resource is liable to follow the conditions included in the
contract between employees and organisation. There is taken participation of the employees
in the process of taking effective decisions which make the process slow but increases
involvement of employees in organisation (Härtel, et. al 2015).
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 Key relationships: According to Story’s definition, HRM is about maintaining
customer relationships. In contrast to this, personnel management focuses on labour
management.
 Management action: As per storey’s definition, HRM is guided by business needs.
This is different from personnel management which is guided by procedures.
 Behavioural focus: According to Storey’s definition, the behavioural focus of HRM
is on mission and values of business while that of personnel management is on
customs and practices.
 Role of management: In HRM, the role of management is that of transformational
leadership. This is different from the role of management in personnel management
which is transactional leadership.
1.3
In every organisation there played important role by the line managers who are liable to take
decisions and make them implemented in effective manner to achieve the organisational
goals and objectives. There are different aspects which are required to be adopted by the line
managers for effectively providing their services to manage human resources within
organisation (Stone, 2014). For effective implication of human resource activities within
organisation there are taken various management steps which can help in making it possible
to effectively adopt HRM practices in the organisational overall running. For implementing
HRM activities in the strategic approach and adopt any model of HRM in the organisation
like Barclays there must be taken following steps which can make effective results.
Strategic decisions- Line managers are required to take effective and strategic decision for the
organisational effectiveness and also consider different aspects of HRM activities while
taking these decisions. Key managers of Barclays consider different aspects related to its
human resource while taking any decision within organisation (Stone, 2014).
HRM policies- Key managers of the company are liable for making effective policies for the
management of human resource within organisation which can alter the results of the
company. In Barclays there are framed effective policies for human resource which will aid
in streamlining the various processes of the company (Jackson, et. al., 2012).
Delegating the responsibilities- It is the responsibility of the key managers to take effective
decisions related to delegation of authorities and responsibilities to the employees which can
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help in managing the human resource in effective manner of the company. Certain processes
have been adopted by the organisation in efficient manner and that further leads to the
involvement of employees in the company (Nankervis, 2011).
Implications for line managers: In order to adopt a strategic approach to HRM, the line
managers have to change the day- to- day management of people. Further, strategic approach
will imply that the operational costs of business will increase which will have to be managed
by the line managers. Moreover, the implication on line managers will be to provide technical
expertise and monitor the work processes.
Implications for employees: There are various implications for employees for adopting a
strategic approach to HRM. They will have to adopt the changes that have been brought
about in the work processes.
TASK 2
2.1
The term flexibility is regarded as the ability to change with the change in the conditions and
requirements of the market and environment which provide effective approach to accept and
adopt the changes. The business environment is dynamic and there comes different changes
and in the pattern of working which can alter the ways in which the organization works. So it
is required to be changed with the changing environment and fulfil the requirement. This
flexible model provides effective motivation to the employees to change themselves in
accordance with the requirement of the environment and help in achieving organisational
goals. Flexibility in the business environment and different aspects related to the overall
business (Bach & Edwards, 2013).
Barclays is a financial company which works by considering different legal, social, political
aspects which are dynamic and there is potential for changes in them, make impact on the
overall working of the company. So the company has adopted the flexibility model in which
the company have scope for the changes within business environment for the employees of
the company (Nankervis, 2011). Flexibility in working can provide effective motivation to
the employees of the company that can be noticed in their performance as in there is increase
in their performance level. There are different aspects related to the flexibility model
including the job specification which helps in providing the right job to the right person.
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Flexibility in the decision making is related to the scheduling of the work in effective manner
that can make impact on the overall effectiveness of the organisation.
Application of model of flexibility
A model was proposed by John Atkinson which is known as the flexible firm. This can be
applied in Barclays by employing sufficient number of permanent full time employees which
constitutes the core workforce. A second element, known as the periphery workforce, will
comprise of the employees who have been employed on the basis of numerical flexibility.
Application of Atkinson model at Barclays will require the employments of sub peripheral
groups and will comprise of jobs that have varying degrees of job security.
2.2
Flexibility model includes providing flexibility within the work model of the employees that
can improve their performance in effective manner. In organisation like Barclays there are
taken various steps related to providing flexibility to the employees and motivate them in
effective manner (Thomson Gale 2013). Following are the flexibilities providing by the
company to its employees.
 The employees of Barclays have flexibility to take effective decision for scheduling their
work in accordance to their convenience.
 Employees of the company can take decisions related to the working shifts and timings in
accordance to their convenience which can make impact on their level of motivation and
can help in enhancing their performance.
 There is flexibility to go out at the lunch time and to take leaves defined by the
organisation and get pay for those leaves.
 There must be flexibility to apply to transfer in different branch of the company which
can be in different country also (Thomson Gale 2013).
 There are various aspects that need to be taken into account so as to provide flexibility in
the working environment which is different facilities providing by the company that can
be provided to the employees and make them feel important.
 There should be provided flexibility to communicate within employees who can help in
identifying their views and ideas and can help in resolving their problems in effective
manner and help in achieving effective performance (Bach & Edwards, 2013).
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Types of flexibility
Numerical flexibility: This is the ability of the management in which rapid adjustments can
be made to the composition as well as the number of workforce. The Barclays can adopt
numerical flexibility by changing the composition of its workforce. At the same time, the
workforce number can also be increased.
Functional flexibility: It can be applied by adding more tasks into the working day. Hence, it
will bring about work intensification.
Temporal flexibility: It can be applied by making adjustments to the working day or working
year. There can be use of annualized hours and flexitime arrangements.
2.3
Employees’ perspective
With the presence of flexibility the working environment in the organisation is enhanced
which can help in effectively managing employees of the company and motivating them in
effective manner to improve their performance and level of involvement in the organisation.
Flexibility is effective in the working practices which further impact on the efficiency of the
employee and employer perspectives (Wilton, 2013). Flexible working situations helps
employees to make them comfortable in working place and make them involved with their
work.
Employer’s perspective
Increased performance of employees enhances the productivity of the company which is a
situation of benefits for the employer of the company so it is beneficial for them. This
flexibility model helps in retaining employees and organisation for long term and takes
advantage of the various areas of the organization with which its operations can be improved.
So it is effective for both employee and employer to have flexible working conditions in the
organisation (Wilton, 2013).
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2.4
There are different aspects that need to be considered by an organisation in effective manner
so that it can achieve effective growth in the market. Changes in the labour market can make
impact on the changes in the overall flexible working practices in the organisation like
Barclays. Changes in the labour market is seen in different countries which can make impact
on the various decisions and availability of resources within organisation that can make
impact on the overall results of the company which can be positive and negative (Bratton,
2012). Changes in the technology and its up gradation can make impact on working
flexibility which can be resulted in the positive impacts on the industry. There can be various
changes like demographic changes, labour availability, and variation in the average age of the
employees in the market. All these situations and conditions make impact on the overall
flexibility practices of the organization. The employees demand flexibility base on different
aspects such as leaves, trends and market conditions. Therefore Barclays have to change their
flexibility practices and incorporate various types of flexible practices as demanded by the
employees. As there are more nuclear families and both the partners are working, Barclays
will have to adopt flexible arrangements for the employees. These changes in the pattern of
labour and their activities can help in making the activities of the company easier and more
effective and can help in attainment of the goals and targets of organization (Cascio, 2013).
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TASK 3
3.1
Discrimination is the differentiation between the employees of the company on the basis of
different aspects related to them. Employment discrimination can be defined as the way of
handling employees in an organisation which can affect the performance level and also their
level of involvement within organisation which can make impact on the overall effectiveness
of the organisation (Buckley, et. al 2016). There are different forms of discrimination which
can take place in any organisation. In the workplace there should be considered different
legislations and regulations which are formed to prevent employees from any kind of
discrimination which is involved in all the activities of the company. Following are the
potential forms of discrimination (Tomal & Schilling, 2013).
Hiring Discrimination- There can be discrimination at the workplace related to the hiring and
recruitment which can be due to the reason of giving priority to others. This act is defined as
the violation of the equal opportunity act which provides equal opportunity for the selection
in the organisation. There can be discrimination related to the unfair conditions of recruitment
and unfair dismissal, retrenchment and demoted and this can be treated as the policy of the
organisation. A pending case of Marymount Manhattan College is a case of hiring
discrimination in which a 64 year old dance instructor was not hired in the college due to her
age (Buckley, et. al 2016).
Gender discrimination- It is likely that employees may face discrimination on the basis of
gender. This discrimination can be based on the various factors like recruitment, promotion,
reward, decision making and participation. Case of Bank of Albuquerque was filed by the
long term management for the gender and age discrimination in the organisation.
Discrimination arising from disability- This form of discrimination is based on the
discriminative behaviour with the disabled people in the workplace. Employees cannot be
discriminated based on their disability as in they must be treated equal and provided equal
opportunities and rights. Women with dyslexia won the case of disability discrimination
against his employer in Starbucks (Tomal & Schilling, 2013).
3.2
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