UK College Unit 22 Managing Human Resource

This UK College Managing Human Resource assignment is given in UKCBC (UK College of Business and Computing) College for the course of HND diploma in Travel and Tourism.


Businesses and administrators in the tourism and hospitality sector visage genuine disputes in employing, expanding and preserving a dedicated, experienced, well- supervised and well-inspired personnel which is centred on presenting a high-class ‘product’ to the increasingly demanding and discerning customer. This assignment takes to tackle a few of the main human resource (HR) concerns that need to be dealt with consecutively that associations can uphold such a surrounding. To perform accordingly it will significantly reconsider a few of the troubles which direct a lot to describe tourism and hospitality service as usually unfulfilling and unpleasant, whereas in addition deeming instances of high-quality exercise, significant strategy reactions and forms of HRM which possibly will tender grounds for better hopefulness in the mode individuals are supervised in the tourism and hospitality business.

Task 1

P1.1 Explain how the Guests model of HRM is adopted at Harrods.

The way the guest’s model is assumed in Harrods by encompassing related pledges, such as the Guest model is narrow on the logic that it is foundations on the hypothesis that HRM is distinctively different from conventional personnel management and decayed in strategic administration. In addition the Guest’s model of HRM effects are quite related as Harrods connects workers to persist accomplishment of the trade by consigning to what they are performing and a kind of the effects that the Guest’s model situations is loyalty. David Guest’s examination fiscal results in his form of HRM and when appearing at the fiscal result at Harrods, we are able to observe that they are mislaying funds owing to the worker earnings. When staring at the case study it demonstrates that the exploration that has been prepared concerning the earnings specifies that the worker return has important expenditure and performance results to the industry. Such as the worker earnings at Harrods computes the price at which human resources put down their employer usually subsequent to a year. The allege of the Guest model that it is better than others is somewhat acceptable in the way that it noticeably charts out the ground of Human Resource Management and outlines the contributions and effects (Guest, 1987). However the energetic of people managing are very difficult as there are 4000 workers with an extra 3,500 group and recognition workers, In 2010 Qatar Holdings acquired Harrods as of Mohamed Al-Fayed. The fresh possessors are robustly dedicated to each and every one of Harrods’ workers. They make out that occupied workers are necessary to the ongoing accomplishment of the company. Such workers are expected to be contented and always good players who would like to develop their professions with Harrods. Administration of employee dealings is the responsibility of the Human Resources division. Harrods’ Human Resources division implemented a variety of techniques to raise worker engagement. Human Resource Management is a procedure of adding value to and growing individuals at work. It entails each and every part of developing workers, together with three significant steps:

  1. Recruitment and assortment - be a focus for right fresh workers.
  2. Performance - facilitate human resources to carry out their functions to the greatest of their aptitude by making them well-versed and giving appropriate guidance prospects.
  3. Progress - developing all human resources to put up their livelihoods with Harrods by means of recognizing professional development prospects.

P1.2 Compare the differences between storey’s definitions of HRM, Personnel and IR practices, by reflecting the HRM practices at Harrods and choose a similar organization which has adopted Personnel or IR practices.

Storey (1992) has recognized a speculative form established on his insight of the way businesses have developed from major human resources and IR applications to HRM executions as he recognized it ‘a form of the transfer to human resource management’. His form is based on perfect forms and therefore there are no firms, which match the image in realism. Storey in addition emphasizes on 27 tips of disparity among Personnel and IR beside HRM. He starts his way by showing 4 components, which differentiate HRM.

There are 27 distinctions among storey's descriptions of HRM, Personnel and IR exercises:

Viewpoints and theories

S.No.MeasurementPersonnel and IRHRM
1agreementcautious description of on paper agreementsintend to set off ‘ahead of agreement’
2regulationssignificance of working out obvious regulations/ support‘Can- do’ viewpoint; annoyance with ‘regulation’
3point to supervision accomplishmentsystems‘industry requirement’
4Behaviour referentstandards/ tradition and applicationassessments/task
5executive mission in comparison with laboursupervisingdevelopment
6temperament of associationsPluralistUnitary

Strategic aspects

S.No.MeasurementPersonnel and IRHRM
8Major relationsLabour administrationclient
9schemesbit by bitincorporated
10company preparationsecondary tofundamental to
11velocity of judgmentleisurelyswift

Line supervision

S.No.MeasurementPersonnel and IRHRM
12supervision functionoperational revolutionary manager
13Major administratorsPersonnel/ IR professionals |all-purpose/company/line
14Communicationnot directDirect
16award-winning administration talentcompromisedFacilitation

Major forces

S.No.MeasurementPersonnel and IRHRM
17SelectionSeparate, unimportant assignmentincorporated, main-assignment
18compensate Job assessment (fixed ranks)Performance-linked
19situations individually discussedcoordination
20Labour administrationCollective bargaining agreementsin the direction of human being agreements
21power of relationships with wardenslegalized by the amenities and guidanceMarginalized (exemption of a little negotiating for alteration forms)
22Job groups and ratingnumerousnot many
23CommunicationRestricted flowIncreased flow
24Job planallotment of labourcollaboration
25argument managingarrive at provisional treatiesadminister environment and customs
26Training & expansion restricted way in to wayseducation businesses
27Centring of consideration for intercessionshuman resources processesextensive variety of civilizing, structural as well as human resources approaches

Task 2

P2.1 Explain how a model of flexibility might be applied in practice. Relate this to the Harrods or reflect your argument with examples.

The form of Flexibility at Harrods is explained as below:

Employee with a least of 26 weeks permanent service might request the corporation to think about an appeal to labour flexibly. The eligible workers might be able to request for an amendment in the agreement hours, ways of working, and/or work locations, by which they can easily take care of their families and kids. It is obligatory for Harrods to consider the request. There might be only one appeal on behalf of all employees, and once approved it might bring a huge change to the terms of contract of the employees.

Eligibility: to facilitate an appeal for a flexible job one should:

  • Be a member of staff of Harrods
  • Have a kid below the age of six years old, or a disabled kid below 18 taken care by the kid’s mother, father, espouse, custodian or look after parent. on the other hand the rule still relates if one is wedded to, or the spouse of the child’s look after, father, mother, adopter, custodian or look after parent.
  • Have or be expecting to encompass duty for the kid’s rearing by building the request to allow them to care for the kid.
  • Have been in employment for Harrods for no less than 26 uninterrupted weeks at the time the request is prepared (Anthony et al. 1996).
  • Have completed the request on soon after the 2 weeks prior to a kid’s sixth birthday or 18th
  • Birthday for the disabled child.
  • Not have prepared an additional request to be in job flexibly underneath this right for the duration of the preceding one year.

P2.2 – Discuss the types of flexibility which may be developed by the Harrods

The want of the flexibility approach must be to extend a ‘flexible business’ by presenting for superior functioning and responsibility flexibility.

  • Have a fundamental glance at conventional service blueprints to uncover substitute to whole-time, permanent employees. This might take the shape of setting aside the personnel into a ‘core set’ and individual or additional minor groups.
  • Consider outsourcing – accomplishment of work by exterior organisations or persons.
  • Support multi-talent to boost the capability of individuals to change occupations, or perform any of the jobs that comprise to be performed by their group.

For instance, Harrods make use of part-time labour in an attempt to well again contest the hours when buyers wish to shop; similarly the provisional bond for nurse might be utilised to counterpart peak requirement for hospital services.

  • Operational time or flexibility: This relays to distinctions in the amount and time of hour’s flexibility operated. For instance, take in flexi period, yearly hour’s bonds and overtime
  • Location flexibility: Flexibility for workforce to operate away as of the administrative centre base, for example, home functioning and tele-functioning (Hunt, 1999).

P2.3 – Argue by assessing the use of flexible working practices from both the employee and the employer perspective of Harrods

The employer’s perspective

The generally widespread issues driving Harrods group to take on extra flexible operational exercises are:-

  • Better competitiveness both all over the country and internationally
  • New Technology
  • Alterations in labour demand and supply
  • Government strategies

As per flexibility in the outline and association of work the major requirements for employers are:-It facilitates employers to go with work conditions further directly with purchaser/manufactured goods demand

  • lessens fixed costs.-assists staffing and withholding of workers
  • amplify efficiency
  • Those operational for a compact phase of time is to be expected to be not as much of exhausted, not as much of stressed out
  • Lessens nonattendance and labour earnings.

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The employee’s perspective

Review verification of workers’ responses to flexible operational agreements is slim, however in general they are supposed as a ‘first-class thing’, tendering workforce:

  • The skill to merge employment with exterior awareness’s
  • Superior job contentment
  • Better inspiration
  • A smaller amount of exhaustion

P 2.4 - discuss the impact that changes in the labour market have had on flexible working practices of Harrods

Demanding period makes the majority of jobs further demanding. Since companies decrease head count, existing workers adopt the sagging. They accept additional job, operate extended hours and voyage further. When the cutback recovers, wearing away rates spike as workers take action on unexpressed irritations and try to find prospects at other firms. In the steady battle for capacity-and particularly when companies begin to develop again-flexible careers might be a dominant device to catch the attention of and preserve peak talent. Once completed correctly, flex jobs-described as jobs that let workers to put in their talents much away from the benchmark labour offering quite a few repayment pleading to burned-out workforce who look for sustainability. They let workforce, mainly women, to continue occupied and carry on to proceed in stages when they deal with problems for instance caring for kids or elderly parents and overseeing 60-hour labour weeks or wide-ranging voyage (Truss, 2001). Learn about Business Environment.

On the other hand, up to now hardly any businesses have mastered the talent of cautiously scheming and applying successful flexible work forms. Whereas lots of companies propose flexible job models for example part-time, telecommuting and leaves of absence, the most recent study from Bain & Company proves that is too little. To be successful, firms have to guarantee that two items occur: foremost, they have to mould flexible programs to convene explicit worker requirements. Individual workforce is gazing for a lot of diverse stuff in such presents and single dimension does not essentially satisfy each and every one. Second, firms require to provide noticeable substantiation that these representations work and are sustained by administration. This signifies businesses like Harrods have got to endorse adequate top players who've engaged substitute career courses to influence the nonbelievers in addition to show that top leaders inside the business powerfully hold up these chances.

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Task 3

P3.1 – Explain the forms of discrimination that can take place with special reference to Harrods

Report of intention

Harrods group will not distinguish aligned with the a lot of persons in the social order that face bias or be short of prospect for motives which are unfair. These comprise disability (together with mental illness), society, faith or principle, colour, cultural foundation, tongue, political viewpoint, sexual category, sexual point of reference, age, wedded position, accountability for reliant. This listing is not comprehensive and lots of other features might put in to biased practices. Harrods will confront favouritism and lack of prospect in its personal strategy and exercise and that in service exercises and stipulation of services it will endeavour to contest each and every straight or indirect structures of favouritism. Prejudice can seize one or additional of the structures embarked underneath.

Direct prejudice

Is taking care of one individual less sympathetically than a different in the similar or comparable situations, or separate them from others only since they contain for instance a disability or poor health. Decline to take up somebody who has the necessary proficiencies for the reason that they are, for instance hard of hearing, over a definite age or expectant would comprise such favouritism.

Indirect prejudice

Takes place where there is a stipulation, principle or exercise which relates uniformly to everybody however which, actually, has an unfavourable blow on a specific group and can’t be explained.

Abuse and/or persecution

Prejudice too envelops acts which sum to abuse and/or stalking of individuals or clusters of persons since, like, they boast a disability or sickness, are a part of a countrywide or racial marginal set, a lady, a lesbian, an elder individual.


Happens when a human being is cared for less satisfactorily or is categorized not in favour of since she/he has practised or aims to practise their privileges relating to suspected favouritism.

Racist occurrence

It is some occurrence which is supposed to be chauvinistic by the casualty or some other individual.

Discrimination in whichever of the structures known above is intolerable, apart from whether there was any intent to differentiate or not. Harrods has to take each sensible measure to make sure that no-one attached with the business accepts not as much of encouraging conduct as in comparison to others (Towers, 1996).

P3.2 Discuss the practical implications of equal opportunities legislation practiced in Harrods

As a bare minimum, Harrods and other businesses have to make sure they abide by the following:

  • The Human Rights Act (1998).
  • The Gender Recognition Act (2004).
  • The Racial and Religious Hatred Act (2006).
  • The Civil Partnership Act (2004).
  • The Equality Act (2010) and linked resultant legislation.
  • Criminal Justice and Immigration Act (2008).
  • The Protection from Harassment Act (1997).
  • Criminal Justice Act (2003).
  • Special Education Needs and Disability Act (2001).

P3.3 Compare the approaches to managing equal opportunities and managing diversity.

Equal opportunities are at the focus of a strategy for treating the administration of assortment or cultural distinctions, and Harrods has strategies enveloping the region to declare their purpose to present equal opportunities for the entire types of employees.

The expression is occasionally thought to focus on circumventing favouritism or injustice as among sets, however it have to be further practical and fast as compared to this. It has to engross recognizing, abiding and certainly convivial dissimilarity. It as well desires to stress that equal opportunities is not only somewhat to be practised by administration, although is the task of the entire employees for each other (Legge, 1995). Maltreatment and stalking are customs which are occasionally practised by administrators, however a great deal further often by employees or sets of workforce beside each other. Managing diversity connotes ‘that individuals have to be respected as persons for motives concerning company interests, over and above for ethical and communal grounds. It knows that individuals can fetch bright proposals and insight which can formulate the manner task is completed further proficient and goods and service improved. Consecutively for diversity management to toil there have to be participation from a thick variety of persons, form the chief executive of Harrods and the board by the way to the HRM and the supervisor.

Task 4

P4.1- Research, Compare the different methods of performance management in the Harrods

Performance extent of the Harrods

Performance assessment denotes assessing a worker’s existing or earlier Performance comparative to the human being’s performance principles. Assessment engages:

(i) Laying down the work principles

(ii) Measuring the worker’s real performance comparative to these principles

(iii) Giving opinion to the workers with the intent of fascinating that human being to get rid of deficits or to carry on to execute beyond average.

P4.2- Research and assess the approaches to the practice of managing employee welfare in Harrods

Work-related health and safety legislation controls the principles of place of work health and safety by means of the plan to put off workplace mishaps, injuries and ailments, and sketches penalty for violations of those principles. It minutiae’s the roles of employers, line managers, and workers. Usually, the legislation necessitates that the company do the whole thing they be capable of rationally do to look after the health and safety of their workforce within the place of work. This embraces, however is not restricted to: giving proper guidance for handling probably hazardous apparatus and/or stuff, notifying workforce of probable threats in the workplace, and laying down the secure work exercises. In the law, workers have the right to decline to execute job that is hazardous (Katz and Kahn, 1966).

In Harrods Health and safety are significant matters in every agency and per se, associations are mandatory to fulfil with health and safety guidelines and parameters. Health and safety is generally controlled by local or territorial rule, except if the business firm descends below centralized authority. Whereas all regions and territories have analogous laws, there are distinctions between them.

The Common laws that apply to Harrods employees are:

  • Denial to job owing to dangerous situations
  • Aggression in the place of work
  • Hazardous apparatus/substance
  • Disaster methods
  • Picking up weighty items
  • First aid expertise prerequisites etc.

Workforce payments Boards are insurance boards that defend companies from being prosecuted by workers who are ill-treated on the work or who turn out to be unwell due to place of work circumstances. They in addition guarantee that workers will have right to use to proceeds and advantages if they turn into wounded at job or if they deal an ailment sourced by workplace situations. In a few rules Workers Compensation Boards offer in progress training and possessions regarding job-related health and safety (Walton, 1985). Harrods make their place of work Safe via:

  • Confirm workforce be familiar with the position of safety details and safety tools.
  • Ensure workers have the essential guidance, permitting, or official documents to execute a work.
  • Perform cyclic printed safety examinations of the place of work, as well as record entries clearing up what was completed to lessen all deficits.
  • Take care each and every one dangerous material are appropriately categorized.
  • Ensure that workforce is skilled about the dangerous temperament of items they toil with.
  • Certify the entire employees are known with departmental disaster reaction measures (for blast dangers, flames, quakes, and other usual calamities).

P4.3 Discuss the implications of health and safety legislation on human resources practices with special reference to Harrods.

The eventual objective of human resource management is the sponsorship of the accomplishment of business objective by effectual administration, which very much relies on worker contentment, since worker contentment is a wide-ranging approach of worker to his livelihood and reproduces the troubles takes place in managerial administration and relays to the boost of output and decline of worker flowing, which straight effect managerial competence and the understanding of objectives. Worker contentment is the sign of approach and sentiment of the amount of contentment on the entire features in job when worker contrast the real gained rate with the usual attained rate and it is directly connected to the amount of work association, managerial obligation and work enthusiasm. It happens to an imperative device in business management.

It very much affect and endorse worker satisfaction and advance employee association and persuade the purpose of maintaining worker or the worker travelling organization in human resource management. In case of Harrods, there are a lot of aspects manipulating the dangers of job-related health and safety. Each and every kind of health and safety administration performance is categorised into further precise actions or procedures of commotion. It is understandable that diverse activities have diverse needs for the worker’s skills. With the intention of establishing these diverse wants the human resource management in Harrods shall create thorough review and examination for every job arrangement, and therefore identify the details, needs, tasks and condition of every position through a succession of applicable compilation and examination of job details. Through the alteration of surroundings, needs of health and safety and worker’s workload, the position examination and verifying in human resource have to be rationalized as essential. At the same time, the human resource management of Harrods have to offer essential and modernized guidance for worker to maintain the job-related health and safety (Cannel, 2004).

P4.4 Evaluate the impact of one topical issue on human resources management practices reflected in the case study and additional research of Harrods.

Fresh viewpoints on Human Resource Management offer academic study and firm experiential statistics, by means of a chain of fresh and significant involvements from foremost researchers in the region. Raised worldwide struggle has formed a variety of scheme wide-reaching for fresh ways to administration, predominantly in the part of human resources management. This novel and penetrating deposit of understandings will be relevant to stern consultants and scholars identically (Hussey, 1996).


The exercise of HRM have got to be seen from the prism of largely considered objectives for the business rather than a separate shade that obtains a division sourced or a micro way. The scheme here is to implement a holistic standpoint for the HRM that guarantees that there are no bit by bit approaches and the HRM strategy tangles itself wholly with those of the business goals. In conclusion, the exercise of HRM desires to be incorporated with the general approach to guarantee successful exercise of persons and offer superior profits to the businesses in expressions of Return on Investment (ROI) in favour of each pound or dollar exhausted on them. But for the HRM custom is intended in this manner, the businesses rise to mislay from not exploiting persons completely. Moreover this does not portend fine for the accomplishment of the business.


  • Anthony W. P., Perrewe P. L. and Kacmar K. M. (1996) Strategic Human Resource Management, Orlando, Dryden Press, Harcourt College Brace Publishers
  • Baum, T. (1995) Managing Human Resources in the European Hospitality and Tourism Industry – A Strategic Approach, Chapman and Hall.
  • Cannel, M. (2004) Personnel Management: A Short History. London: CIPD.
  • Guest, D.E. (1987) ‘Human resource management and industrial relations’, Journal of Management Studies24(5), pp. 503–521.

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