Managing Human Resources Report

This report delves into the various aspects of Human Resource Management (HRM) at Mulberry, a prominent fashion brand in the UK. It discusses the application of HRM models, particularly David Guest's model, to enhance employee engagement and productivity. The report compares HRM practices between Mulberry and another organization, Barresi's, highlighting the shift from traditional personnel management to modern HRM practices. It also examines the implications of flexible working arrangements, discrimination laws, and equal opportunity legislation on HRM practices at Mulberry. The report concludes by emphasizing the importance of effective HRM strategies in fostering a positive work environment and achieving organizational goals.

MANAGING HUMAN RESOURCES
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INTRODUCTION
This assignment throws light on various aspects of Human Resource Management
and helps us to comprehend different methods and models via which the employees
can be given flexibility at their work place. We also come to understand the range of
impact that the practice of flexibility in working can bring about for the employer and
the employee. Mulberry, the company from the fashion Industry is being considered
for comprehending the aspects of HRM in a better manner.
(Source: http://i.dailymail.co.uk/i/pix/2012/06/15/article-0-0F8704EA00000578-
522_468x240.jpg)
Mulberry is well known wide spread fashion brand in Britain. As a design
company, it is presented all over the globe for exhibiting craftsmanship that is British
in nature fused with remarkable quality. The company i strengthened with its range
of classic and chic jewellery collection, footwear and handbags. The head offices of
the company are located in London and Somerset in United Kingdom. (Mulberry
official site, n.d.)
(Source: http://i.telegraph.co.uk/multimedia/archive/01922/mulberry2_1922627b.jpg)
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TASK 1: Essay
1.1 Application of Guest’s model of HRM for effectiveness of organization
The structure of HRM given by David Guest establishes a strategic link
between the policies of the business organization and thus helps the organization in
managing the operations effectively, seeking and inculcating commitment amongst
employees towards the organizational goals, focussing on the needs of the
individuals, practicing the models of flexibility at work and considering the employees
as the assets for the organization.
The model is given by David Guest in 1987, suggests that HRM in the organizations
of country must make efforts to bring about the following results:-
 Committed employees with high level of commitment and loyalty towards the
organizational goals.
 A workforce having the capability to adapt quickly be flexible towards the
changes effectively.
 Integrated strategies, comprising of strategies for planning and implementing.
 Developed, trained, effective, productive and efficient work force.
Aligning the above mentioned outcomes will make the employees productive and
efficient and develop the skills of problem solving and other soft skills amongst them.
This will lead to various changes in the organizational culture that would help in the
achievement of organizational goals with cost effective operations. But there also
exist a condition for the achievement of these outcomes. The condition is that the
business organization must integrate its strategic policies of HRM with the business
policies and strategies and this integration must be supported by all levels of
managers.
APPLICATION OF MODEL OF DAVID GUEST TO MULBERRY
The HRM model of David Guest has been used by Mulberry to enhance the
employee engagement in the company. It has been observed in Mulberry that the
implementation of the Guest’s Model has inculcated the loyalty and trust amongst
the employees towards the company and its management which has led to the
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raised levels of productivity of the employees. Mulberry has always tried to recruit
the best talent and develop it to suit to the needs of the company. Earlier the
company Mulberry practices the hierarchical management structure but now it has
been replaced by layered management structure. The employees are given
incentives, empowerment and responsibility that give them a sense of
belongingness. The practice of providing participatory role and leadership to the
employees has also increased the employee engagement. Managers of Mulberry
ensure that a healthy work culture and effective communication exists in the
company and employees are given appropriate opportunities for self expression.
(Paulo, 2012)
1.2 Comparison of Storey's definitions of HRM practices for different entities
I am choosing two organizations for differentiating HRM practices, Personnel
and IR strategies can comparised as beolw:-
One is Mulberry Company that is a fashion company producing luxurious
range of handbags, jewellery and footwear. This company practices the latest form
of managing employees and updates it from time to time.
Another organization that I have chosen is Barresi’s which is the chain of Italian
restaurants that has been working in various parts of United Kingdom since ten
years. This company still believes in old form of managing employees and practices
Personnel Management (PM) and IR Practices. (Barresi’s, 2016)
(Source: http://img2.10bestmedia.com/Images/Photos/105996/barresis-italian-
restaurant-photo-nov-13-6-04-43-pm_54_990x660_201404220018.jpg).
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Storey suggested by the medium of his theory that the traditional methods of
managing employees, termed as personnel management is gradually being replaced
with modern methods of HRM. The differences between Human Resource
Management and Personnel management of two organizations can be understood
as follows:-
 The Human Resource Managers in Mulberry help in motivating the
employees to work towards the achievement of the mission and the vision
of the company whereas in Mulberry the Personnel Managers lay stress
that the employees must adhere and act according to the norms laid by
the company.
 It is mentioned by Storey in his theory that the scope is limited in the case
of Personnel Management when compared to the scope of Human
Resource Management as it has been observed in the case of the two
organizations taken. Human Resource Management in Mulberry focuses
relatively more on the organizational values and cultures.
 The process of decision making is slower in Personnel management as
seen in Barresi’s in contrast to the Human resource Management as seen
in the case of Mulberry.
 The Human Resource Managers in Mulberry help in creating congenial
work conditions for employees and encourage them to take accountability
and responsibility for their wok and performance but the Personnel
Managers at Barresi’s believe in monitoring the employees strictly in order
to get the work done effectively.
 The Human Resource Management of Mulberry considers its work force
and employees as assets. The managers of Mulberry recognize the wants
and psychological needs of employees and motivate them to engage
strategically. The training and development programmes are given the
employees to develop them and make them suitable for the organization.
The employees are empowered and rewarded suitably. The Personnel
Management in Barresi’s considers the employees and the work force as
the mere mediums to reach the goals of the organizations.
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 The employment contract and the terms and conditions in the contract are
rigidly followed by the Personnel Managers of Barresi’s but the Human
Resource Managers at Mulberry possess the authority to modify the
employment contract suiting to the demands of the organization and the
employee in certain conditions. (Human Resource Management, 2016).
1.3 implications for developing a strategic approach to HRM
When HR manager of Mulberry applies strategic approach, the limitations for
line managers as well as for the workers come towards surface are determined. Line
managers of Mulberry help in integrating various approaches with the leadership
approaches, organization's culture and goals of entity including policies. Therefore it
has been observed that the aspects and various policies of Human Resource
Management in Mulberry have large implications for the line managers of the
company as the line managers have to frame and implement the policies in such a
manner that the conflicts do not arise amongst the employees and the goals of the
employees and the goals of the organization are aligned in a compatible manner. As
far as the implications for the employees of Mulberry are concerned, these are the
job security, remuneration, work flexibility, incentives etc. as these are the factors
that are dependent upon the performance of the employees.
(Giorgiana, 2016)
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Task 2: TOPICAL Issue
2.1 Methods to apply flexibility model for entity
The model is related to preparing systematic schedules for working hours and
segmenting performances. In this regard, HR manager sets timing for break and
working hours for employees' working efficiencies. Flexibility at work place is in
relation to the provision of flexibility of time and place to the employees for work that
suits the convenience and needs of both the organization and the employees.
In various situations, there is flexibility model is applied in Mulberry. For
instance; increasing its productivity, encouraging employees for work overtime and
making extra earnings. Including this, for decreasing rate of turnover occurs at
workplace and providing development facilities to gain each employees' great
contribution.
Mulberry implements the flexible work schedule for women having disabled
children or having children under the 6 years of age. Employees who have been
working continuously for twenty six weeks are also given this advantage.
However, flexible model of working at Mulberry includes privilege of job
sharing, work from home privilege, mobile working, working part time facility,
privilege of working overtime compressing of working hours, etc. (Michigan State
University, 2016).
Mulberry has been consistently recognizing the needs of its employees. HRM
of Mulberry has been developing strategies and models of flexible working for the
employees in order to engage them optimally. For example the mobile working
facility helps them to complete their jobs and working hours even when they are
travelling. This practice of flexible working offers a quality life to the employees of
Mulberry. (Walsh, 2015)
2.2 Different types of flexibilities
Flexible work has given benefits to business organizations by helping in reducing
costs, enhancing efficiency, productivity, boosting morale and retaining good talent.
Mulberry gives the work flexibility of following types:
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Dynamic flexibility:- It is related to adopting changes occurs at worlkplace. However,
HR manager of Mulberry implements plans for getting adjusted towards effectivceness of
firm. Including this, it also focuses on development of workers' for effective working
efficiencies.
Static-active flexibility:- Under this flexibility, prepares action plan for better
performance of workers as well encouraging them for their great coordination in team
building. Thus, it is able to reduce high turnover issue of employees for entity's increasing
efficiencies.
Static-passive flexibility:- Due to chnages in interest and working performances, HR
manager of Melburry aims to make decision for adopting chnages. It is valuable for
motivating workers in team building or playing supportive roles for effective business
performance.
2.3 Significance of flexible working practices for employee and employer relationship
Mulberry HR practices various structures of flexible working that helps the
company in optimum employee engagement and offering quality life to its employees
simultaneously.
Mulberry offers part time working facility to women who have small children or elderly
parents to take care of. During high sales season, Mulberry also hires workers to
work on temporary basis. The facility of sharing of jobs and rotation of jobs is also
offered to the employees.
ADVANTAGES OF FLEXIBLE MODELS OF WORKING FOR EMPLOYER
Flexible models of working benefits the employees in balancing the work and the
personnel life positively and having a quality and stress free life style. This balance
helps them to remain healthy and be productive and more committed towards their
jobs and the organization. The rate of employee absenteeism is reduced and the
retention of good talent is enhanced. This is ultimately beneficial benefits the
employer as the overhead charges are reduced and the productivity increases.
DISADVANTAGES OF FLEXIBLE MODELS OF WORKING FOR EMPLOYER
The disadvantages of flexible working to the employer are that the cost of
administering these models is high for the employer. The overhead charges like
utility bills may increase and the resources may not be optimally used if the
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employees are not trained. Different work schedule may also bring about
miscommunication.
ADVANTAGES OF FLEXIBLE MODELS OF WORKING FOR EMPLOYEE
Flexible Models of working benefit the employees by making the personnel and
professional lives of the employees balanced. This consequently helps in keeping
the employees healthy, motivated, energetic, efficient and more productive. The
quality life helps the employees the time and enthusiasm to develop their skill sets
and develop their weak areas.
DISADVANTAGES OF FLEXIBLE MODELS OF WORKING FOR EMPLOYEE
The disadvantages of flexible working to the employees are that the multi talented
and multi tasking employees have to bear more work burden nd work related
responsibilities relatively. Compressing the week and expanding the working hours
may leave the employees drained. (Beale, 2013)
2.4 impact of changes in the labour market on flexible working practices.
The business style and structure is changing rapidly all over the globe. The
operations and strategic policies are very much different from what they were in the
past. The demography and culture is also undergoing transformation. These
changing conditions have raised the demand for the practice of flexible working in
the labour market. A number of business organizations that include Mulberry
Company as well are introducing the practice of flexible working at the work place.
The transformations in the demographic, legal, political, environmental structure,
increasing undergraduate and post graduate recruits, the willingness to migrate
amongst the youth, rapid developments in technology etc. are big factors that have
raised the demand for the practice of flexible working in the organizations.
These changes have positive impacts on Mulberry. The company now prefers multi
talented and multi tasking employees to the specialized employees. The willingness
of workers to migrate to other places for work has made the workers from different
skills, culture and background available for the company. The implementation of
strategic policies has also become more cost effective and easy with the practice of
flexible working. (Broughton, 2015)
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Task 3
3.1 Various kinds of discriminations that take place at workplace
Sometimes people are treated in an unfavourable way due to some personal
characteristics like sex, age, disability, religion, cast, colour and many more. This is
called discrimination at the work place. Mulberry is a company which works on the
basis of unity in diversity. It has made its law against discrimination under Equal
Opportunity Act 2010.
Discrimination is classified into two categories:
Direct Discrimination: Direct discrimination is made when an assumption is created
that a person with specific characteristics can or cannot do. For example deploy
responsibilities or refusing to employ someone due to his age, sex, cast, racial,
disability etc.
Indirect Discrimination: Indirect discrimination is made when a person is imposed
by unfair and unreasonable condition at the workplace. For example a particular task
requires the involvement of 12 hour work in a day but a family person with
responsibility is not able to do it. He is being discriminated. (Victorian Equal Rights
and Human Rights Commission, 2016)
Mulberry protects its employees at all the stages of employment like appointment,
working conditions at the place and the retirement or dismissal period. In spite of all
the strict laws Mulberry has sometimes faced the discrimination cases and the
efficient management has solved them under the Law and Regulation.
Racial Discrimination: A mulberry worker in 2013 accused the other employees at
her workplace were discriminating her racially. The case of resolved by the
management and senior authorities and the people who were accused were
questioned and strict actions were taken against them. (The Ledger, 2013)
In Mulberry the discrimination laws are no laughing matter. They have created strict
rules and formed departments and hired lawyers so that the employees can seek
discrimination attorney in Mulberry.
3.2 Implications of equal opportunities legislation for Mulberry
Mulberry has diversity at its workplace that means it has wide range of
employees from different countries working together for the organization. Therefore,
there various workers belong to different religion, cast, age, educational background,
work experience and so on.
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Mulberry has made aware to its employees about all their rights and laws. It
is related to providing equal opportunity and legislations give to all the employees. It
influences effectiveness of organization that valuable for enhancing better working
efficiencies. The management goes through the performance chart of each
employee. Including this, working teams are created in such a way that the
weakness of one employee is balanced by the strength of the other.
Mature aged and young aged employees: There are some selected age
group for providing job. Therefore, it is responsibility of organization to focus on their
age group.
People with disability: In this regard, there are some specific facilities for
disabled people for performing job role. However, on behalf of their disabilities, it is
liability for firm to provide effective services.
Education and experience: Providing job according to educational
qualifications and experiences is one of the main accountability of Mulberry. Thus,
concentrating on this factor is useful effectiveness of firm (City of Mulberry, 2014).
3.3 Comparison of approaches to managing equal opportunities and managing diversity
Mulberry is the most popular fashion brand company in UK and an
established company since 1971. It has hundreds of stores located in different parts
of UK and thousands of employees working for it. To manage such a vast range of
employees with equal opportunities and diversity is a big challenge for the HRM
team of Mulberry.
Approaches to provide equal opportunities to all the Mulberry
employees:- The Equal Opportunity policy says that the company should engage
the employees at the workplace according to their capabilities and they should
discriminate and get equality from all the other employees and staff members.
The individual should be appointed according to the job criteria and
requirements. At workplace, everyone is equal and the rewards and promotions are
entirely based on the performance analysis of the individual in Mulberry.
Approaches to manage Diversity in Mulberry:- Mulberry is a big company,
where thousands of employees of different sex, cast, disability, religion, colour work.
HRM of Mulberry is very efficient in managing this diversity in the company. Thus,
organization makes sure that the potential of the employees is engaged in the best
way to take out the best results for the company. While analysing the feedbacks and
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performance of the employee the company only looks at the performance and not
the physical appearance. Training sessions to new technology and new projects are
time conducted to make the employees updated. By taking advantag of development
programms, personal and professional development of employees is obtianed.
However, their skills are developed including communication, activeness and various
implementations. The whole division of work among the employees is done
according to the individual’s capacity and capability as the main ambition of the
company is to achieve the set goals. (Shen and et.al., 2009)
TASK 4
4.1 Performance management
Performance management is key element to gain better working efficiency of
workers. The basic motto of performance management is to polish and promote an
employee’s effectiveness. It is a continuous process where the managers play the
main role in monitoring the employee’s work objectives and they both plan together
to achieve the goals set by the organisation.
Progress and development in the Organisation: It is determined that
performance management plays crucial role for personal and professional
development of workers. Through attending training and development, skills of
employees get developed.
Strategies of allotment of work: In this process, by analyzing working
abilities of workers, allotment f work remains easy. It is beneficial for good business
performances and taking adcantages of employees' working abillity as their great
coordination to reach out set targets.
Rewards, promotions and appraisal: These are tools for encouraging
employees for give their best of performance according to working abilities. The
employees are given equal opportunities to grow. The collaboration of all the weekly
reports leads to promotions, appraisals, warnings, rewards, bonus or further training
sessions for improvement.
Managing behaviour of the employees: It is one of the main element for
creating coordination among employees of Mulberry. It is valuable to create
understanding environment that is helpful for reducing disputes and conflicts occurs
at workplace. (People Stream Human Capital Management, 2013).
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4.2 Approaches used to managing employee welfare in Mulberry
A satisfied employee is a key to success for any organisation. How an
organisation treats its employees and what facilities are provided to the employees is
shown by the approaches to manage the employee welfare in an organisation.
Mulberry knows that its employees are the asset to the company.
Global image of the company: Mulberry has a reputed image in the world as
the best fashion company and the best employer. This positive image in the market
that provides attention of the customers which is profitable for the company.
Well being of the employees: Mulberry knows that the global market
position of the company is due to the hard work of its employees. They feel
responsible towards the employees. For the better treatment of the employees
Mulberry has created many plans and policies. Therefore, effective care of workers
can be determined.
With holding of the employees in the Mulberry: The employee needs break,
vacation and holidays in between his working tenure. Mulberry provides them paid
and unpaid, medical, annual holidays and earned leaves. The female employees get
maternity leaves and all the employees that are being terminated are given
severance packages.
Compliance: Mulberry asks its employees to fulfil the target and achieve the
goals and the company will provide all the resources required for the completion of
the work. The company provides the best insurance plans like the health plan, life
plan that is useful for employees' protection (Koening, 2016)
4.3 Implications of health and safety legislation on human resources practices.
Mulberry feels the responsibility of the employees and their health on its shoulders.
Under the rules of health and legislation Mulberry has health policies to all of its
employees. Mulberry takes full care of the employees and their health working at the
workplace.
The implications of health and safety legislation on HRM practices of Mulberry:
Health records: Mulberry has maintained hard and soft copies of the health planner
of every individual employee from the date of appointment. This planner is
maintained regularly with regular check- ups. It is benefiical for taking care of
workers work in Mulberry also comes under employees protection policy rules and
regulations.
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Health, life and accidental insurance policies: Mulberry makes policies for
providing insurnace and effective health services.
Health and safety training programs: Mulberry does the overall development of
the employees and provides them regular health and safety training programs so
that the employees can take care of themselves and others at the time of
emergency. By attending this events, employees get aware of caring for safety
and healthy. Thus, they acquire knowledge regarding importance of health and
life insurnace policies.
Deployed safety managers: The safety managers at the workplace take care of the
employees and keep a close check at all the dangers. They provide special
instructions to the employees to fight from the danger. However, procurement for
resuce related to denger can be overcome.(Mayhew, 2016).
4.4 Impact of another topical issue on human resources practices
To retain the position in the global market Mulberry needs to remain updated.
The efficient management team of Mulberry keeps a close look at the changing
trends, requirements of the customers, new ideas and the competitors. It considers
as key element for developing marketing strategies. The marketing team implement
the new strategies based on the market survey. It is related to biggest impact of
one of the topical issue is the emerging trend of E-learning. However, it is beneficial
to aware society related to Mulberry services. The whole global market is
interconnected through this technology. In this regrad, adopting this technological
changes are useful for organization's effectiveness. The employees of Mulberry are
required to remain updated and learn the new practices E-Learning. The market
survey and data remains in the record and is just a click away from all the
employees. Therefore, these information analysis generates various ideas for further
implementation. Mulberry conducts regular programs for understanding end learning
this new technology. The working style and conditions at the work place become
smoother and surveys are more accurate due to E-Leaning. (Andriotis, 2015).
CONCLUSION
This assignment is a well of knowledge about the working style of Human resource
management in Mulberry. This explains that how the HRM team acts as the life line
for the company. The assignment explains the importance of the employees and
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how the company takes care of them. The employees treat their employees under
rules and regulations set by the Government.
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