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Diploma in Business
Unit Number and Title
Unit 22 Managing Human Resources – Harrods
The Unit 22 Managing Human Resources Assignment Harrods will give a glimpse on the Human resource management based on the organisation Harrods. The first part of the report will relate the Guest Model with the practices of Harrods, basic differences between the HRM practice and Personnel management. Second part of the report will give emphasis on the flexibility approaches and models related with the organisation Harrods for determining the implications. Third part of the report will address the equal opportunities, discrimination at the workplace. Fourth part will highlight the methods of the performance management, employee’s welfare and health and safety issues in the organisation.
As per the Guest model of HRM is concerned, David Guest has claimed the interrelationship between the HRM strategies and outcomes (Dessler, 2012). The interrelationship of HR aspects as per the Guest model can be observed by linking the model to the organisation Harrods in the following way:
As per the Guest model we have observe that there is a direct relationship of the Hr strategies, policies and the outcome which can give the organisation an edge in the market. It is not the individual HR strategies but it is an integrated approach of the HRM aspects for driving the outcomes towards positivity.
As per John Storey, Human resource management to the organisation is very much crucial. The employees will be committed towards their performances in order to achieve the business goal. It is the management of the organisation who needs to identify the capability of the human resources in order to utilise the resources effectively. Storey claims that Human Resource management is also the effective use of the human resource to formulate a strategy that helps the organisation to achieve the goals. Storey also focuses the hard and soft part of the Human Resource management (Martin, 2010). For example, hard HRM practices involves the employees in the decision making process which enhances the productivity of Harrods. Other part is the soft HRM which claims that the employees should be given equal opportunities and the same thing followed by Harrods by giving equal opportunities to prove their performances and also during the recruitment process. HR practices is much more effective than the IR practices as it involves all the stakeholders in the decision making process. The management of Harrods also involve the job enrichment, job rotation, career development opportunities in the workplace which will increase the productivity and also motivate the employees to give their best performances. (Business case Studies, 2016).
Personnel and IR practices are mainly concerned with the written contracts where the flexibility is very low. Monitoring of the performances is done by observation methods which are much older practices. Personnel and IR practices are only limited to the employees but at the present environment things have changed which must involve other stakeholders like the investors, suppliers, customers, Government etc. The decision taken under the Personnel and IR practices is much slow due to the rigidness in the structure. At the competitive environment, Personnel and IR practices have become irrelevant and impractical for the business. (Mathis, 2014).
The organisation that follows the Personnel practices is Hamleys that is similar to Harrods on the ground of retail industry. Hamleys used to cater in the toys segment of the children and they focus on the three dimensions in the workplace which are reward, fun and enjoyment. Personal Development to the employees at their stores is given in order to influence the children and their family for the products. In house training models are also followed where the employees are trained to form a passionate team. The benefits given to the employees for increasing their productivity like birthdays of the employees are given holidays, several discount coupons are given to the employees and bonus shares are also given. So in this Personnel practices, the approach is only focused on the employees benefits and training models. But there are several deficiencies or negative side like addressing the skill gaps of the employees, monitoring and controlling the performances, predicting the number of employees needed is not considered in the Personnel practices which are the drawbacks.
Based on the case study we have observed the management of Harrods has taken several initiatives which are related to the strategic planning for the organisation. The line managers of Harrods are the important part for the strategy formulation as they are responsible to delegate the duties of the employees, implementing the staff rotation, addressing the skill gaps, encouraging the employees to participate in the decision making process. The strategic approaches undertaken by the management at Harrods can only be understood from the following initiatives:
Thus we can observe that the strategic approach of the HRM can create a positive impact on the organisation by clearly specifying the roles and responsibilities of the employees and line managers which will help to maintain a positive working environment at Harrods.
Flexibility in the organisation gives emphasis on the needs of the employees in order to ensure productivity in the workplace. An employee will be committed in their performances, when the company will consider them as an asset of their resources. At this point, flexibility is ideal solution for the management of the organisation for ensuring the employee’s commitment and satisfaction. Flexibility in the working hours, job sharing models, part time working and work from homes are the techniques used in the flexibility approach. There are many organisation who used to provide flexible working hours for the female employees for managing their family and children (Wilton, 2010)
Flexibility can also be helpful for the employees at Harrods which will ensure high productivity in the organisation. If we relate the Shamrock model of flexibility which was developed by Charles Handy then we can get a clear analysis of the flexibility in practice. As per the Shamrock model of Flexibility three valid aspect are considered which can define the flexibility approaches effectively.
Flexibility is the approach which will add quality in the performances of the employees. If the employees feel that the company is taking care of their work life then it will boost their confidence and keep them motivate for giving their performances. At the end of the day it is the business turnover that will speak and if the employees are settled with the positive healthy working environment then it will surely increase the productivity which is needed for the organisation like Harrods. The types that can be developed for the flexibility are as follows:
This are the types of flexibility that Harrods can implement in their business which will increase the productivity as well as employees morale. The basic objective of the flexibility should be to establish an environment at the place of the work which will enhance the quality and productivity.
The case study of Harrods is reflecting the issues of employee’s turnover and the performances level in the organization. From that point of view of Harrods, flexibility in the working practices could be the alternative for improving the situation but it need to be analysed from both the side of the employees and the employer in the following way:
Thus from the discussion it is clear that flexibility has both the side that is the positive and negative which must be analysed by the management of Harrods before implementation.
It is the labour market that influences the management of the organisation in the decision making process. The factors that influences the labour market of UK can be the immigrants from the other nations of EU, Government initiatives, unemployment rates, organisations practices etc. One of the significant changes that can influence the labour market of UK can be the separation of UK from the EU. Earlier the people from 28 nations under EU used to work in the companies of UK but very recently the people of UK has given their maximum poll to the separation from EU. In this perspective the organisations operating in UK have to change their flexibility practices due to this separation and that will influence the labour market in UK. Initiatives of the Government like vocational training, employability skills to the people of UK are uplifting their skills and competencies as per the industry requirement. Apprenticeships in UK is given emphasis by the Government and also the colleges by merging with the organisations. This has created a direct influence in the flexible working practices at Harrods. For that Harrods has to offer the apprenticeships opportunity for the students who want to excel their future prospects by gaining practical practices. The colleges are also allowing the students to join the organisations like Harrods for gaining the practical experiences beside their studies. Apart from that rules and regulations of the Government are also influencing the flexible working practices at Harrods. For example an employee completed 26 weeks in the organisation can appeal the management for the flexible working (Gov. UK, 2016). As a result the unemployment also reduces from 5.7% to 5.1% which is the positive impact in the labour market and also for the economy of UK. (ONS, 2016).
Discrimination is an unethical, immoral and illegal approach used by the individuals holding important position in the organization by distinguishing the employees on the ground of gender, age, religion, caste, race, position etc. For example, new employees who are the young graduates can be more effective than the older one working at Harrods. So in that case the management can discriminate the old employees by giving less opportunities like training or development session etc. which is also a form of the discrimination. Indirect discrimination can also be done on the ground of the recruitment which can damage the reputation of the organization. Discrimination is illegal and prohibited as per the Government of UK by their Equality Act 2010. The employees are protected under this act and for that the organization have to follow the strict guidelines otherwise the provision for the penalty is there. In the last quarter of 2015, Harrods was in the news due to the discrimination done by the members of management on a security guard. Open drinks to the premises is not allowed at Harrods as per the company policies. Based on that the security guard stopped the Merchandise Manager to carry the open drinks at the store but she has refused and dismissed the security guard from the job. After that the security clams to the employment tribunal and the tribunal penalized the management of Harrods by ordering them to pay 18, 000 pound to the security guard for the illegal dismissal from the job. (Khomami, 2015)
Over here we can observe the discrimination is based on the position as the security guard is in the low position than the manager so they have used the power for his dismissal but which was illegal as per the legal framework of the UK law. This is a victimization which is one of the type of discrimination that damages the working environment in the organization.
Equal opportunities is one of the objective of the Government of UK which ensures that the employees are protected under the Equality Act 2010. Equality Act 2010 specifies that the employees will be given equal opportunities and strictly prohibited the discrimination on the areas like gender, religion, race, training, recruitment and selection etc. If the employees think that they have been discriminated then they can appeal this issue to the trade unions or a mediator for the mutualisation. If the mutualisation is not effective then they can appeal the issue to the employment tribunal or else they can seek suggestions from the Equality Advisory Support Service. (Gov. UK, 2016). As per the legislation Harrods cannot discriminate their work force based on the several grounds mentioned by the law. Violating the legislation can create a negative impact on the goodwill of the organisation.
Managing the equal opportunities and managing diversity are the approaches adopted by the organisations to ensure the supportive environment in the organisation for the employees and also to enhance the productivity level. The objectives of this two approaches are different. Managing equal opportunities ensures the safeguard of the employees from the discrimination on the areas like gender, race, religion etc. whereas managing diversity is the work culture that is imposed by the organisation to attract more customers to their businesses.
Apart from the differences there is also a similarity that lies in both the approaches is the common objective that is to ensure supportive working environment and productivity in the organisation by ensuring equal opportunity and diversity.
Performance Management is one of the essential activities of the management of an organisation to determine the level of productivity. The management has to understand the competency level in the organisation for achieving the business goals. The employees in the organisation should also be aware of their performance so that they could improve their performances as required by the organisation. The methods used by Harrods for measuring the performances are:
Apart from that to improve the performances at Harrods the management has also adopted other strategies like: (Business case Studies, 2016).
The success of the organization is directly related to the employee’s welfare. The savvy team and the efficient sellers are the key employees of the organization Harrods who distinguish the quality service with other retail organization. Employee’s welfare schemes are attractive at Harrods which motivate the employees to give the best performances. The management of Harrods used to give 33% discount on all the brands including women wear, men wear, children wear, electronic items etc. Reward card is for all the employees who will join Harrods that have promotional offers of the store. Central London is the expensive place and to support the employees, zero interest tickets loans to reduce the travelling cost. Child care vouchers are given to the employees who have their children for maintaining a balance between work-life. Subsidised restaurant offers are given to the employees to reduce the cost of the expensive restaurants at London. Health check up with free of cost is done on the store to ensure good health of the employees. Contributory pension scheme is also there for the employees who wants to secure their future. (Harrods, 2016).
So from the employee’s benefits at Harrods we can assess that the management of Harrods is concerned about the personal life of the employees, social life of the employees, security of the employees. This are the factors that an individual wants and the management of Harrods has identified the factors and introduce the benefits to motivate them in order to bring efficiency in the work place. The employees will find a difference to work with Harrods which will create interest and reduce the employee’s turnover which was the issue that we observed in the case study.
Health and safety legislation influence the human resource practices at the organisations. It is the management of the organisation who needs to ensure the health and safety in the organisation. For that the employees are needed to be informed and trained about the health and safety practices as per the legislation is concerned. Health and Safety Act 1974, emphasis on the safety laws to be implemented in all the organisations operating in UK. The Act ensures safety to the employees, visitors, customers in the premises of the organisation. Employee’s turnover and the performance was the issues at Harrods that we observed from the case study. From this perspective health and safety practices can ensure motivation to the employees at Harrods. Safety measures are adopted in the stores of Harrods by establishing the health culture, fire safety for the employees and the customers. Food safety is also given priority at Harrods by checking the date coding equipment, chemical standards, by conducting the examination with micro biological sampling. A team of doctor and nurses are there in Harrods who are committed to the welfare of the employees by providing health tips, fitness camps to remain healthy. CCTV cameras, store detectives and Green Men are there in the store who look after the security areas in the stores. Customer service team is also there who look after the issues of the customers. Conducting the assessment of the risk to reduce the hazards are conducted as per the norms of the Health and Safety Executive. Training is also given to the employees to ensure health and safety at the workplace. (Harrods, 2016).
One of the topical issues on the human resources practices that we observed from the case study is the Employee’s engagement or participation in the decision making process. The management has identified this issue and engaged several practices like inviting the employees to share their opinions in the decision making process, initiatives like “Your Harrods” which is a magazine published by the employees in Harrods for sharing their creative ideas or thoughts, establishing a forum named as “Quarterly employees forum” where the employees will meet the management members and share their comments against the organisation’s strategy. (Business case Studies, 2016).
IPD code of practice emphasis employee’s participation to be the important area in the organisation. The positive side is the employees are motivated to give their best performances as the management has given them importance or emphasis on the decision making process. In a recent survey at Harrods it has been proved that more that 91% of the employees are satisfied to work with Harrods which is significant which reduces the employee’s turnover of Harrods. The management beliefs that engaged employees are committed and dedicated to give their best performances and for that they have given preference to the employee’s participation. The negative side can be the complexities that can evolved due to the involvement of all the employees in the decision making process (Bohlander and Snell, 2010).
The Unit 22 Managing Human Resources Assignment Harrods has highlighted the important aspect of the human resource management. Human resource management ensures the efficiency and the productivity in the organisation by managing the workforce closely. As per the case study, Harrods was suffering from the employee’s turnover and the performances. But after a sound HR management practices, they have improved their performances in the terms of the turnover and also by improving the employee’s satisfaction level. From the report it is clear that employees must be involved in the decision making process which will ensure the empowerment and motivation for giving productive work that is required by the organisation to remain the dominant position in the luxury retail supermarket.
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Unit 22 Managing Human Resources Assignment Harrods will give a glimpse on the Human resource management based on the organisation Harrods, We are posting units solutions so scholars can explore the our Assignment Help in UK and get review the quality of our work.