Managing Human Resources Practices Assignment

Managing Human Resources Practices Assignment

Managing Human Resources Practices Assignment

Programme

Diploma in Business

Unit Number and Title

Managing Human Resources Practices Assignment

QFC Level

Level 5

Introduction

The management of the human resource has form to be the urgent objective of most of the organization since human resource is consider as one of the most significant asset of the organization that enables the organization to accomplish various sorts of goals. The assignment discusses about the Guest Model of HRM long with Storey’s Model that distinguishes between HRM, Personnel Management and IR and its huge significance to employees and line managers working in ABC (Badawy, 2007).  The flexible working model and Employee welfare Management as a part of HRM practice has been thoroughly discussed in this assignment.

Managing Human Resources Practices Assignment | HND Assignment Service

LO 1: Comprehending the various viewpoints of Human Resource Management

1.1 Define the procedure of adaptation of HRM Guest Model at ABC

The prime focus of the Guest Model is to segregate human resource management from personnel management and hence indicates that the commitment is the prime basis of human resource management while compliance is the sole basis of personnel management. The scope of Human resource management according to Guest Model is much higher where apart from selection and recruitment of the employees the prime focus of the management is to provide proper training to each and individual employees at regular interval for their development resulting in strategic growth of the organization.

The adaptation of HRM Guest Model proves to be highly effective for ABC in their strategic growth in the global business market (Becker & Huselid, 2006). The engagement and trust of the employees get enhanced by the strategic implementation of this model in ABC. This model of HRM proves to be highly beneficial for the organization in selection of the talented employees, providing proper training and to equip them according to the requirement of the organization. This model of HRM proves to be highly beneficial for the organization in removing the communication gap between the different level of management and the employees. The organization gets highly benefitted by this model of HRM in adopting proper leadership style in accordance to the prime requirement and the proper implementation of the workforce.

1.2 Make a contrast among the definition of Storey’s Personnel, HRM, and IR practices followed in ABC with any other organization

According to the HRM model of Storey the overall HRM approach and procedure is highly strategic and rational enabling an organization to make proper utilization of its workforce resulting in strategic growth of the organization and its individual employees. In the Storey’s model of HRM the hard and soft form of management is also scientifically distinguished (Bryson, 2006). According to him Hard HRM emphasizes on proper control and management of the employees by the management in order to upgrade their level of performance. On the other hand Soft HRM primarily emphasizes on the bond and relationship of the different level of management with the individual employees.

On the other hand Storey has found that Personnel Management and IR primarily emphasizes over different sorts of rules and regulations followed by the organization in order to manage its human resources. In an investigation Storey has sort out 27 differences between HRM and PM and IR.  

Professor John Storey’s Model of HRM

Dimensions

Personnel and IR

HRM

Beliefs and assumptions

1. Contract

Careful delineation of written contracts

Aim to go beyond contract

2. Rules

Importance of devising clear rules/mutually

'Can-do' outlook; Impatience with 'rule'

3. Guide to management action

Procedures

Business-need'

4. Behaviour referent

Norms/custom and practice

Values/mission

5. Managerial task vis-a-vis labour

Monitoring

Nurturing

6. Nature of relations

Pluralist

Unitarist

7. Conflict

Institutionalized

De-emphasized

Strategic aspects

8. Key relations

Labour management

Customer

9. Initiatives

Piecemeal

Integrated

10. Corporate plan

Marginal

Central

11. Speed of decision

Slow

Fast

Line management

12. Management role

Transactional

Transformational leadership

13. Key managers

Personnel/ IR specialists

General/business/line managers

14. Communication

Indirect

Direct

15. Standardization

High (e.g. 'parity' an issue)

Low (e.g. 'parity' not seen as relevant)

16. Prized management skills

Negotiation

Facilitation

Key levers

17.  Selection

Separate, marginal task

Integrated, key task

18. Pay

Job evaluation (fixed grades)

Performance-related

19. Conditions

Separately negotiated

Harmonization

20. Labour-management

Collective bargaining contracts

Towards individual contracts

21. Thrust of relations with stewards

Regularized through facilities and training

Marginalized (with exception of some bargaining for change models)

22.  Job categories and grades

Many

Few

23.  Communication

Restricted flow

Increased flow

24.  Job design

Division of labour

Teamwork

25.  Conflict handling

Reach temporary truces

Manage climate and culture

26. Training and development

Controlled access to courses

Learning companies

27.  Foci of attention for interventions

Personnel procedures

Wide ranging cultural, structural and personnel strategies

It has been observed that ABC by the implementation of HRM model of Storey has proved to be highly beneficial in fulfilling the psychological needs of its employees resulting in a good performance from the workforce. The organization firmly focuses on the betterment of the leadership style, reward system, job evaluation, performance appraisal, and various other amenities in order to boost the motivation level of its employees. On the other hand Penta Consulting is a small staff recruiting organization in UK which primarily emphasizes on practicing Personnel Management approaches (Byham-Gray, 2010). It has been observed that the organization primarily emphasizes on following different sorts of rules and regulation in the procedure of its employees management instead of adopting the latest and dynamic human resource management strategies.

1.3 Define the role of the line managers and the employees in ABC who are highly responsible and involved in the development of strategic approach to HRM

On the context of developing strategic approach to HRM the role and significance of the line managers and the employees of ABC are highly crucial. The prime responsibility of the line manager is to coordinate, control and regulate all the approaches that are related to the business policies, formulation and implementation of proper leadership style, fulfillment of the organizational goals and the betterment of the organizational culture. Line managers forms to be sole responsible in undertaking various sorts of strategic and vital decision that proves to be highly significant for the strategic growth of the organization along with the growth and development of the workforce (Dowling, 2008). On the other hand the role of the employees is also significant since the performance of each and individual employees have deep impact over the overall team. Secondly the performance of the individual employees determines the growth and development of the overall team and enables the line managers to determine their prime requirement like salary increment, bonus, incentives and various other amenities. 

LO 2: Comprehending the different path of augmenting flexibility in the place of work  

2.1 Describe the procedure of application of flexibility model in the real scenario. How is it applicable to ABC?

Flexibility in the workplace proves to be the key requirement of almost all the organizations in the past few decades since it is highly impossible for an employee to perform his best and show his creativity when the culture of workplace is highly rigid. The flexibility model in workplace proves to be highly beneficial for both the employers and the employees in conducting their regular activities in proper way and bring certain changes in the workplace and decorum of work according to their requirement (Jackson et al, 2012). In ABC the flexibility model in workplace is highly dynamic since it is highly beneficial for both the employer and the employees. The flexibility model that proves to be highly beneficial for the employees for their career growth includes compressed hour working, flexi time working, job sharing and mobile working. It has been observed that part time working and work from home proves to be highly beneficial for the employees who are approaching further studies. Mobile working proves to be highly beneficial for the employees who have to travels a lot in a distant and remote location like the individuals involved in the marketing, sales and distribution process.  On the ground of the employers the flexibility model includes numerical flexibility, functional flexibility and temporal flexibility. Numerical flexibility enables the employers to make decision in recruiting the exact number of employees that proves to be beneficial for any sort of campaign (Jackson et al, 2011). Functional flexibility enables the employer to recruit the right candidate for the right job according to the aptitude and experience of the employee.

2.2 Explain the sorts of flexibility that ABC can develop?

ABC in order to extend its growth has make provision for various sorts of flexibility model in the workplace. The organization makes part time job arrangement for the employees who are student and the female employees who have to take care of their child. The organization has make arrangement for mobile working and tele-working for the employees who have to conduct the official job of the organization in different nation. The job sharing proves to be highly beneficial for the employees working in a team and the volume of work is very vast (Keegan et al, 2008). On the contrary the line managers and the management are emphasizing on numerical, functional and temporal model of flexibility in order to recruit right candidate for right post and to reduce the cost of recruiting employees by appointing right number of candidates required in a job.

2.3 Make an argument on the context of the assessment of the employment of flexible working practices on the perspective of both the employer and the employee

In the present globe of high technology and huge completion in the market implementation of flexible working practices proves to be urgent requirement for an organization from both the perspective of the employer and the employee. It is not possible for the employers to spend lots of hours in assessing and experimenting different candidates since it is a pure wastage of time and money. Flexibility in the recruitment process enables the employers to form and develop a proper team of employees who proves to be highly effective for the organization due to their talent. The flexibility in workplace also enables the management to estimate how to maximize the volume of work from less number of employees.

From the context of the employees flexible working practices like job sharing, part time job, mobile working, flexi working, work from home enables the employees to conduct their work in a more effective way (Macky, 2008). It has been found that it enhances the efficiency level of the employees to a great extent. But in certain circumstances it is highly required for the management to bring strictness in the workplace since this sort of flexibility sometime reduces the efficiency level of the employees due to lack of proper supervision.  

2.4 How is the flexible working practice at ABC get influenced by the changes in the labor market

There is a direct impact of flexibility working practice over the labor market as visualize in case of ABC. The labour market is based on demography, cultural background, talent and specialization, experience and various other factors. ABC in order to attract cream and efficient talent is emphasizing on developing more flexibility in the workplace. The organization makes provision for recruiting different sorts of cream employees at affordable remuneration when the population is huge. The organization is emphasizing on employing candidates from different culture in order to enhance the scope and opportunity of the organization over a vast extent. The flexible working practice in workplace enhances the urges of the most talented and cream candidate to be get recruited in the organization (Marks & Mirvis, 2011). The sole objective of the organization is to fulfill large scale objectives of the organization by investing affordable price in the process of recruitment and other human resource practices. The labor market is constantly changing due to enhancement of population so the organization is modifying its flexible working practice in a more strategic way like arranging various sorts of jobs that proves to be highly feasible to individuals of different background. The development of technology enables the organization to adopt strategic measures in order to effectively penetrate to the ever changing labor market in recruiting best candidate for right post in the organization.

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LO 3: To clarify the significance of equal opportunity in the place of work

3.1 On the context of ABC describe the different sort of discrimination that may arise in the place of work?

ABC while carrying out its operational activities has found that there is a huge possibility of different sorts of discriminations that may arise in the place of work (Morley et al, 2016). The impact of discrimination generates feelings among the employees that they have been treated unjustly in the place of work resulting in the poor performance of the employees. The nature of discrimination that may arise in ABC is diverse since it is globally recognized organization. Sexual discrimination is identified as one of the most significant sort of discrimination where employees are treated differently according to their genders. It has been found that in ABC the female employees are given more preference during the pick and drop facility to their home from the office in respect to the male employees. ABC is an organization that has various branches all across the globe so the organization has to employ candidates of different culture. It has been observed that racial discrimination practiced by the employees of the superior culture retards the quality of work of the individual employees due to the unfair treatment provided to them (Need, W. C. D. H. P. 2006). Ageist discrimination is another sort of discrimination where the young and energetic candidates are given more preference in comparison to the aged candidates. It sometimes retards the motivation level of the senior employees to a great extent in the field of their work. Religious discrimination generates a feeling of insecurity and hearted in the mind of the individual employees since the religious sentiments of the discriminated employees are badly hurt by this sort of discrimination. The physically disabled individuals have to suffer various sorts of discrimination in the workplace due to their physical disability that reflects negative impact in their creativity level.

3.2 How does the various legislations of equal opportunities are implied in ABC on practical consequences

Various government laws and regulations are being imposed in the workplace by ABC in order to provide equal opportunity to each of the single employees and to protect them from any sort of discrimination. The Equality Act of 2010 proves to be highly beneficial for the organization in protecting the employees from any sort of discrimination and building an equal society for them. The opportunity act of 2000 proves to be highly beneficial for the female workers in the process of developing the employment opportunity for them in different departments of the organization. According to the Equality Act of 2010 it is highly required for the organization to appoint the candidate who is best instead of employing fittest candidate for a post (Noe et al, 2007). Laws are also imposed in the organization regarding the termination of the employees. The employees cannot be terminated on the ground of racialism, gender, physical disability, or any sorts of discrimination. According to Equality Act 2010 each and every employees of different cast and religion should be given same treatment by the management of the organization. The prime motive of the Equality Act 2010 is to protect and safeguard the right of the each and every employee in the place of work. In spite of the advent of various new regulations against discrimination of the employees along with providing equal opportunities for the employees ABC has to face severe problems on the ground of racial discrimination, gender discrimination and religion discrimination because the operational ground of the organization is very vast all across the globe. The organization have to deals with the employees of different culture who holds the prime responsibility of dealing with different sorts of clients (Pynes, 2008). In certain circumstances it is found that all the employees are not treated equally and are discriminated racially, on the ground of gender, religion and various other aspects due to requirement of time.

3.3 Make a comparison of approaches implemented and adopted by ABC for the management of diversity and equal opportunity in the workplace

ABC primarily emphasizes over providing equal opportunity to each of its employees and highly focuses over managing diversity in the workplace by the implementation of various innovative strategies that proves to be highly beneficial for the growth and development of the organization in the global market. Initially the organization uses various modern modes of employment techniques like the use of social media, email, using various sorts of latest software and portals in the process of recruiting a best candidate for the organization. The organization thoroughly scrutinizes the past track record of the candidate before employing him for the job (Schuler,  & Jackson, 2008). Secondly the organization provides equal opportunities to both male and female candidates in the process of employment and adopts strict rules regarding the removal of any sorts of gender related discrimination in the workplace. Thirdly the organization in the process of managing equal opportunity and diversity in the workplace emphasizes on enhancing good public relation between the management and the workforce where various sorts of new mode of technological communication software are implemented. It reduces the communication gap between the management and the employees to a huge extent. Fourthly the organization stresses over providing flexible arrangements of working to the employees according to their convenience (Sirmon et al, 2007). It has been found that it generates a feeling of harmony and unity among each of the employees resulting in the improvement in the quality of performance of the individual employees.

LO 4: Comprehending the HRM practices approaches for an organization

4.1 Contrast, research and comment the various methodologies of performance management adopted by ABC

The performance management is defined as the examination and assessment of the performance level of the employees by the management and to sort out the actual strengths and weakness of the employees in the field of work. Performance management is highly beneficial for the organization in solidifying the strong areas of the employees in the field of their work along with strengthening the areas of performance of the employees where they require improvement. ABC as highly globally recognized organization strongly emphasizes on improving its performance management in order to bring out the true potential of each of its individual employees in the field of work in order to enhance the performance level of the organization (Snell et al, 2015). Performance management proves to be highly beneficial for the HRM team of ABC in recognizing the true talent of the individual employees and the true potential of the overall team in bringing success for the organization. Talent spotting is identified as one of the prime objective of performance management. It enables the organization not only to identify the key talent of the individual employees but also to utilize them at maximum extent in accomplishing the key goals of the organization. ABC gets highly benefited by the true implementation of the performance management cycle in improving the true efficiency of each of its individual employees. Performance management application is only proves to be highly beneficial for the organization when its implementation is highly strategic. A proper performance management cycle demonstrates the true implementation of the performance management by the management of the organization. The proper performance management cycle has five different significant phases (Varma & Budhwar, 2013). The initial phase includes the formulation of a specific target of an organization which have to be accomplished by the employees and the management of the organization. The second phase includes the delivery of the employee’s yearly performance review to the management of the organization. It enables the management to track the average performance of the employees in the organization throughout the year. The third phase includes the necessary steps adopted by the organization in order to extract maximum output from the employees in order to accomplish the various goals of the organization. The fourth phase includes deriving necessary feedbacks of the employees from the customer report and the other sources by the management. It proves to be highly beneficial for the organization in deriving the key strengths and weaknesses of the individual employees. The last phase involves formulation of various sorts of development opportunities for each of the individual employees. It has been found that the performance report and the feedbacks about the employees prove to be highly beneficial for the management in identifying the key strengths and weaknesses of the employees. It also enables the management to structure a proper development plan for the improvement and betterment of each of the employees.
Managing Human Resources Practices

4.2 Make an assessment and conduct a research over the employee welfare management approaches practiced in ABC

Employee welfare management has proved to be one of the most significant ingredients of human resource management practice in ABC. The performance level of the employees gets improved when they get huge motivation from their work. It has been observed that there are certain factors that determines and enhances the motivation of the employees which includes future security, promotion, incentives, increment in salary, brand image of the organization, future growth and various other factors (Zhang et al, 2012). ABC in order to enhance the performance level of the employees strictly emphasizes over improving its employee welfare management as a significant part of the HRM practices. Initially the organization focuses over building good public relation between the management and the employees by the mode of good communication between them. Secondly the organization insists on clarifying the actual causes to the employees for which they are recruited in the organization. Thirdly the organization develops the leadership style at regular interval in order to provide equal opportunity to each of its employees. The organization emphasizes on activating various sorts of regulation and legislative guidelines in order to protect the employees from any sorts of discrimination.

4.3 What is the significance of health and safety legislation over the practices of HRM on the context of ABC?

The various sorts of government laws and legislations regarding health and safety as a part of human resource practices is highly significant for ABC to follow because it not only emphasizes on the welfare of the employees but are also formed for the safety and welfare of the society as a whole (Badawy, 2007). The organization is bound to incur huge expenditure according to the health and safety act 1974 over the health and safety of the individual employees. The act also stated that a relevant program has to be formed by the management during the time of recruitment and overall working life of the employees so that the acceptable health standard of the employee is gets ensured. The organization according to the health and safety legislation is highly required to maintain good health and safety standard in the place of work and gets penalized if any rules regarding health and safety standard is violated (Becker  & Huselid, 2006). There are various sorts of work in the organization where skilled training is highly required for the employees for their health and safety for which the organization is adopting necessary measures and appointing skilled and competent trainer for their proper training.

4.4 Investigate the influence of single topical issue over the practices of human resources on the context of the case study and additional investigation of ABC

In ABC it has been found that most of the talented employees gets the opportunity of getting more skilled in the field of their work due to liberal organizational culture and left the organization and goes for better opportunity. As a consequence the organization has to bear huge cost of employee turnover. It is highly required for the organization to improve its internal marketing system and assure the employee about their future growth and security. Secondly it is highly required for the organization to bring strictness in the organizational culture and to make certain rules regarding the resignation of the skilled employees. Thirdly the organization has to adopt necessary measures regarding the various sorts of terms and conditions during the time of recruitment (Bryson, 2006). The skilled employees during the time of recruitment have to sign a bond and if the employee violates the terms and condition of the bond he is penalized by the organization.

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Conclusion

The Managing Human Resources Practices assignment is highly effective in comprehending the huge requirement of managing human resources in an organization. Organization like ABC is selected in order to highlight the various sorts of HRM practice followed by the organization. The various ingredients of HRM practices like flexibility working model, Employee Safety and Welfare are also discussed (Byham-Gray, 2010). The assignment shed light on Storey’s Model of HRM, Guest Model of HRM in order to bring out the key responsibility of the line managers and employees over the HRM practices.

References

Badawy, M. K. (2007). Managing human resources. Research-Technology Management, 50(4), 56-74.
Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: where do we go from here?. Journal of management, 32(6), 898-925.
Bryson, A. (2006). Managing Human Resources. Managing the Business of Schools, 59.
Byham-Gray, L. (2010). Managing Human Resources. Nutrition Dimension.
Dowling, P. (2008). International human resource management: Managing people in a multinational context. Cengage Learning.
Jackson, S. E., Ones, D. S., & Dilchert, S. (2012). Managing human resources for environmental sustainability (Vol. 32). John Wiley & Sons.
Jackson, S., Schuler, R., & Werner, S. (2011). Managing human resources. Cengage Learning.
Keegan, A., Turner, J. R., & Huemann, M. (2008). Managing human resources in the project-based organization.
Macky, K. A. (2008). Managing human resources: contemporary perspectives in New Zealand. McGraw-Hill Higher Education.