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Human resource management I have discussed about the various aspect of guest model, moreover I have also discussed about the various aspects of discrimination and their real life effect in an organisation. I have also discussed about the different scenarios which are being faced by different people under the different race, age, religion etc.
0the term human resource management consists of a vast segment which includes the processes of recruitment, selecting, upgrading new techniques of training and development . There are different kinds of HRM model which has been proposed, the famous among them is David guest.
The model of David guest is on the of the major HRM models which has prescribed certain characteristics which if applied to an organisation which have some positive and negative aspect as well
Asda is one the most popular and biggest online grocery super market follows certain human resource model. Asda being a big brand it often have to use certain measures which will help in the proper management. (Galinsky, Sakai, Wigton, 2011)
David guest in his HRM model has defined 6 main attributes which are:
At Asda there are certain important characteristics which can be applied readily they are :
Storey in his definition of human resource management clearly identified the fact that more amount of value should be bestowed on employee’s skills and behaviour, so that they can perform a work more efficiently. It also defined that people tend to work for gaining a strategic outcome. Storey mentioned mainly that there are two kinds of HRM tools the soft HRM and hard HRM
Hard HRM: Under this HRM it tends to indulge its employee like a tool e.g. machines, element . Under this HRM, it is generally for a short term basis , where the amount of communication is generally limited and restricted .under this the least amount of wages are being paid encircling within the boundary and it maintains an autocratic style.
Soft HRM: Here the main concentration being the employee themselves, they are the most rich asset of Asda , the communication is very free flowing and with encouraging pay. The staffs are given with equal amount of responsibilities.
Human resource management
Personnel and industrial management
As per storey, the human resource management is mainly laid on a strategic manner which depicts certain policies and rules . at Asda , being a large super market it tends to follow certain rules
Storey defines personal management as the body for establishing the recruitment process. At Gazprom being a renowned company it complies by the rules .
At Asda, being a big brand it tends to abide by the rules as per mentioned in the agreement, storey likes to depict the same.
Storey defined that , under PM , the agreement tends to go outbound the rules , as in Gazprom
Storey in this HRM mainly stresses on the strict rules and procedures which is being maintained by Asda.
Storey under this has depicted that there is a need for discussing with the management first like in Gazprom.
Storey under this aspect has defined that the relations or the nature is mostly pluralistic .as in Asda
Whereas the relations of PM , storey defined is mostly Unitarist
The rules prescribed
Storey has clearly defined that Under Hrm there is strict adherence of the rules and procedure as in Asda
While storeys idea in PM under accompanying in rules is mostly “will be able to do “as seen in Gazprom.
The assignment responsibilities
Storeys responsibilities on hrm is mainly concentrating on the work performed by the employees as Asda does . (Galinsky, Sakai, Wigton,2011)
While storeys definition is mostly about employees should be cultivated , as seen in Gazprom
Line managers at Asda play the most crucial role in directing the staffs in the right direction. Asda being a huge online multi stored super market has been designed to take care of the large number of work force. It is more specifically defined as front line mangers there are certain managers like the supervisors, team leaders etc. (Galinsky, Sakai, Wigton, 2011)
The main functions are namely: The line managers first and foremost responsibility is to assign the day to day work as per work schedule and it is not limited to one but for all the employees working
Flexibility helps the staffs and the workplace to perform the work in a better and in a positive manner. Flexibility helps to maintain a better and much positive manner of performing work. Asda being a multi brand helps in the proper flexibility. (Galinsky, Sakai, Wigton, 2011)
Asda being a large brand in all, it maintains certain schedules of work and depending on the flexibility of the workers
The different types of flexibility which exists are name:
Asda, always keep this in mind , that employees are the main asset and backbone . so it is the prime responsibility of the managers and supervisors of Asda to rightfully make certain practices which are flexible to the employees and will benefit Asda for better productivity . The most important concern in Asda is the diversification which has been variable at Asda, it is the managers who with its various skills and tactics has helped the workers to build a better working place. The most important thing is establishing a well equipped recruitment scenario. The managers and the hiring team should make sure that proper skill settings are being on boarded. If they are more flexibility it tends to decrease the amount of absenteeism and the productivity tends to increase. Another major important scenario being , it is important to retain the valued staffs , because they are considered to be rich assets , Asda always takes this into account in preserving the better and priceless staffs. Another important practise being, the employees should be made clear about the policies as mentioned, so that the employees gets a clear cut idea of the vision . how much effort they are going to give for the success.
Use of technology is the most important aspect at Asda, it is important for a high amount of flexibility
It is in the last few years due to the vast amount of change in the area of demographic, society, technology etc. This has a vast long effect on the UK employees, but due to the advancement of new technology it has enabled the employees to apply for various options and maintain the flexibility Due to the change in the market of labour, it has helped in instilling a high amount of loyalty among them . it is because due to work hour flexibility , their staffs can readily relate their personal and societal work readily without impact on their work life .one of the major legal and regulatory framework is the provision of providing a well defined flexible work time . In 2014, the right was given only up to the parent of having one children only , but it was later revised in 2014.The manager of Asda takes proper care that all the employees are entitled with proper training advantages so that there should not exist any kind of skill gap for them .
Sometimes earlier there were no such flexibility as in the number of hours worked , the option for flex time , but with the passing of time , it is being possible to make certain flexibility in the place of work . This will ultimately help Asda in better profitability and under certain unwanted situations as well. (Flamholtz, 2012) There was another issue being the timing hours including the happy night sleep hour. employees at Asda are normally allotted ass per shifts , so the night shift person are being given one hour happy sleep , which will help them to have the proper refreshment and work as well without any kind of chaos.
It is common in almost worldwide the different forms of discrimination that happens. Recently there was some discrimination news:
Discrimination as per caste: It is recently listed that in UK, a women from different country was being paid less due to his nationality. Permila turkey was being recruited from India to work in Britain. She was being made to work like a servant paying 11 p and working for more than 18 hours. She was not made to connect with her families and the employers Milton Keynes. Later when it came into surface the employment tribunal has awarded her with a lump sum amount of £184,000.
Gender discrimination: In UK, there was a recent major upheaval regarding the gender discrimination at ASDA. Asda being a multi brand super marketing 2014, has made a quite a tormenting news where the female workers were literally paid less than the male workers. About more than 5600 women lodged in to tribunal legal framework, which has finally won and Asda was made to pay a heavy compensation to the female workers’.
As per estimation it is being observed, that women are actually paid off about £300,000 less than that of the male workers. In UK, mostly are women are being so actually seen at par with men in terms of efficiency, skills, knowledge etc. As on international women day, it was noticed that there is a gap of about 5732 or about 24% gap is being observed arising from non paying of the equal salaries to women.
Discrimination against disability: The renowned health service of NHS was recently seen to have discriminated against for a person who is disabled; a deaf to be prominent was not allowed to fill for a position of a telephone operator. This was seen to be major drawback in the health centres
There has been a widespread aspect regarding the unequal opportunities at a work place. In UK it is being observed that however it good it may sound, employees are not being paid at par with the other employees there are some factors which should be taken into account:
There are certain views that are being taking in account at Asda, for the purpose of depicting the equal opportunities. Asda is well known for providing a high and advanced balance between the employees and their growth.
Employees in an organisation work hard in order to attain the organisation goal, so it is very important for the managers to properly look at the performance level of each staffs. Having working for a multi brand named Asda, I have noticed certain methods of performance which has helped Asda to increase the level of productivity and maintain a harmonic surrounding at Asda.
Managing the performance of employees is very important in order to properly understand the needs of an employee, proper compensation etc. The different types of performance management methods are mainly divided into traditional and modern methods.
The factors which tend to measure the performance of an individual are:
ASDA being a multi brand in the entire UK, in the field of grocery, household items etc, it generally uses some approaches which tends to benefit Asda. The approaches are as follows:
According to the act as described in H& S act 1974, in any organisation it is important to maintain a high degree of healthy environment. This helps the employees to work in a healthier manner. There are certain conventions which are necessary to discuss them are:
The most widespread issue which is being followed in this recently is the effect of racism and the discriminating effect. (Buller, McEvoy,2012)
Racism: The most influencing topic which is very much affecting the sentiments of the people in UK is the practise of racism . Employees sometimes come from various societies, cultures , groups , so some people are being seen in the category of not having the proper urge or the ability to work in a particular place .
Another issue which is widespread now days is the affect of discrimination in different context:
In unit 22 managing human resources ASDA assignment I have learnt about the importance of guest model and its implication on Asda. I have also learnt the different aspects of recruiting and selecting as per Storey. Moreover I have learnt how the different discrimination can affect the people in different organisation. Moreover, taking a review on the current discrimination issues which has a long lasting effect on individual.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and applications. Spring
Galinsky, E., Sakai, K. and Wigton, T., (2011). Workplace flexibility: From research to action. The future of children, 21(2), pp.141-161.
Hill, E.J., Erickson, J.J., Holmes, E.K. and Ferris, M., 2010. Workplace flexibility, work hours, and work-life conflict: finding an extra day or two.Journal of Family Psychology, 24(3),
Kaas, L. and Manger, C., 2012. Ethnic discrimination in Germany's labour market: a field experiment. German Economic Review, 13(1), pp.1-20.
Pager, D. and Western, B., 2012. Identifying discrimination at work: The use of field experiments. Jou
Madera, J.M., King, E.B. and Hebl, M.R., 2012. Bringing social identity to work: The influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions. Cultural Diversity and Ethnic Minority Psychology, 18(2), p.165.