Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Unit 22 Topical issues on Managing Human Resources
This unit 22 Topical issues on managing human resources assignment is detailed study of various aspects related to Management of human resource within organisation including various theories and practices of human resource management which can make impact on the overall effectiveness and results of the organisation. There will be explained various aspects related to the theoretical knowledge of the human resource management within organisation that can be used in further achievement of the organisational goals and objectives. We will have knowledge about the different aspects related to the effective management of the human resource within organisation. There has been taken different organisations for the purpose of making others understand about the various aspects of human resource management required within an organisation.
Human resource management is defined as the techniques, policies and procedures which are using by the organisations for effective management of its human resource that are making their efforts for making the organisation to achieve its goals and objectives. There are included different activities like recruitment and selection, training and development, compensation and motivation etc. In the year 1987 there has been developed Guest model by David Guest which is focused on the assumption that the traditional approach of personnel management is different from the human resource management in different aspects (Kramar, et. al 2013). This model is based on the assumption which supports the assumption that human resource management is effective and required to achieve organisational goals and objectives. There are also included six factors which are important and effective from the point of view of personnel management and HRM and these factors can make impact on the overall effectiveness of the organisation. Following are the factors which are included in the Guest model help in achieving organisational goals and objectives (Kramar, et. al 2013).
Analysis of Guest model of HRM defines various aspects which can make impact on the overall effectiveness of the our very important organisation behaviour. The analysis shows that this model is similar to the Harvard model of HRM and there includes commitment aspects which showed the relations with valued business consequences (Sparrow, et. al 2016). Barclays is a financial institution based in UK and providing different financial services to the customers and expanded its business in different countries around the globe. The expansion of the organisation is showing the huge number of human resource involved in the organisational activities and required to be managed in effective manner. The company is adopting Guest model to manage its human resource in effective manner. This model is helping the organisation to achieve the goals and objectives that can make impact on the overall growth and effectiveness of the organisation. The company adopted this model for effective recruitment and selection, organising different trainings and development programmes for employees that can help in making positive working environment which can make impact on the overall effectiveness of the organisation (Sparrow, et. al 2016). This will help in achieving effective level of productivity within organisation and also make positive impact on the quality of the services providing by the company due to effectively managed human resource in company.
There are available different models of HRM which are using by different organisations and can make impact on overall effectiveness of the organisation. Storey’s model of HRM is focused on the making theory which differentiates between the commitment of the employees and their actual capacity to perform. This theory defines the importance of the availability of HRM and its function in the strategies of organisation which are planned initially in the organisation that can make impact on the overall effectiveness of the organisation. The merger of HRM with the overall organisational activities and decisions can lead to effective growth of the organisation (Härtel, et. al, 2015).
In Barclays there has been adopted effective human resource management and its activities which help in achieving the organisational goals and objectives in effective manner. This is done by the company by effectively adopting the HRM in the overall strategic management of company and this leads to effectively show the importance of the organisation (Jackson, et. al., 2012).
Royal Bank of Scotland is financial company which is providing financial services to customers and employed huge number of employees making their efforts for the organisation to achieve their goals and objectives. The company is adopting personnel and IR practices in which there are defined the human resource is liable to follow the conditions included in the contract between employees and organisation. There is taken participation of the employees in the process of taking effective decisions which make the process slow but increases involvement of employees in organisation (Härtel, et. al 2015).
In every organisation there played important role by the line managers who are liable to take decisions and make them implemented in effective manner to achieve the organisational goals and objectives. There are different aspects which are required to be adopted by the line managers for effectively providing their services to manage human resources within organisation in effective manner and make impact on overall effectiveness of the organisation (Stone, 2014). For effective implication of human resource activities within organisation there are taken various management steps which can help in making it possible to effectively adopt HRM practices in the organisational overall running. For implementing HRM activities in the strategic approach and adopt any model of HRM in the organisation like Barclays there must be taken following steps which can make effective results.
The term flexibility can be defined as to change with the change in the conditions and requirements of the market and environment which provide effective approach to accept and adopt the changes. The business environment is dynamic and there comes different changes and in the pattern of working which can make impact on the overall effectiveness of the organisation so it is required to be changed with the changing environment and fulfil the requirement. This flexible model provides effective motivation to the employees to change themselves in accordance with the requirement of the environment and help in achieving organisational goals. Flexibility in the business environment and different aspects related to the overall business that can make impact on the effectiveness of the organisation (Bach & Edwards, 2013).
Barclays is a financial company which works by considering different legal, social, political aspects which are dynamic and there is potential for changes in them, make impact on the overall working of the company. So the company has adopted the flexibility model in which the company have scope for the changes within business environment for the employees of the company (Nankervis, 2011). Flexibility in working can provide effective motivation to the employees of the company that can be noticed in their performance as in there is increase in their performance level. There are different aspects related to the flexibility model including the job specification which helps in providing the right job to the right person. Flexibility in the decision making related to the scheduling of the work in effective manner that can make impact on the overall effectiveness of the organisation.
Flexibility model includes providing flexibility within the work model of the employees that can improve their performance in effective manner. In organisation like Barclays there are taken various steps related to providing flexibility to the employees and motivate them in effective manner (Thomson Gale 2013). Following are the flexibilities providing by the company to its employees.
Flexibility helps in enhancing the working environment in the organisation which can help in effectively managing employees of the company and motivating them in effective manner to improve their performance and level of involvement in the organisation. Flexibility is effective in the working practices which can make impact on the overall effectiveness of the employee and employer perspectives (Wilton, 2013). Flexible working situations helps employees to make them comfortable in working place and make them involved with their work that can make impact on the overall effectiveness of the company. Increased performance of employees makes impact on the overall productivity of the company which can make impact on the overall effectiveness of the organisation which is a situation of benefits for the employer of the company so it is beneficial for them. This flexibility model helps in retaining employees and organisation for long term and takes advantage of the various aspects related to the overall effectiveness of the organisation. So it is effective for both employee and employer to have flexible working conditions in the organisation (Wilton, 2013).
There are different aspects which can make impact on the overall running of any organisation in effective manner and make the organisation to work in the way to achieve effective growth in the market. Changes in the labour market can make impact on the changes in the overall flexible working practices in the organisation like Barclays. Changes in the labour market is seen in different countries which can make impact on the various decisions and availability of resources within organisation that can make impact on the overall results of the company which can be positive and negative (Bratton, 2012). Changes in the technology and its up gradation can make impact on working flexibility which can be resulted in the positive impacts on the industry. There can be various changes like demographic changes, labour availability, and variation in the average age of the employees in the market. All these situations and conditions make impact on the overall effectiveness of the company and its working patterns. These changes in the pattern of labour and their activities can help in making the activities of the company easier and more effective and can help in achieving organisational goals and objectives (Cascio, 2013).
Discrimination can be defined as the differentiation between the employees of the company on the basis of different aspects related to them. Employment discrimination can be defined as the way of handling employees in an organisation which can make impact on their level of performance and also their level of involvement within organisation which can make impact on the overall effectiveness of the organisation (Buckley, et. al 2016). There are different forms of discrimination which can take place in any organisation can make impact on the organisational effectiveness. In the workplace there should be considered different legislations and regulations which are formed to prevent employees from any kind of discrimination which is involved in all the activities of the company. Following are the potential forms of discrimination (Tomal & Schilling, 2013).
There are defined various aspects in the process of the implications of the legislation of equal opportunities in the organisation which can make impact on the overall employee motivation and retention that can help in achieving goals and objectives of the company. Equal opportunity in the organisation can be defined as providing effective and equal opportunity to work, making decisions and scope to grow. There is required to adopt equal opportunity act and practices in the overall effectiveness of the organisation which can make impact on the effectiveness in the working policies of the company. There have been adopted equal opportunities at the work place of the EY which is financial company providing its services in different segments and employing huge number of employees which make it requirement to adopt the Equality Act 2010. Implication of this act in the strategic plan and overall business environment leads to the overall effectiveness of the organisational employee retention level and its different aspects (Tomal & Schilling, 2013). Equal opportunity Act is a legal requirement of the companies to adopt this in the actions of the company which make impact on the various aspects of handling the overall activities in the organisation of the employees of the company.
For implication of the Equal Opportunities legislation by Equality Act, 2010 in the organisational environment and activities which can make impact on the overall effectiveness of the employee retention and leads to effective employee involvement within company. Equal behaviour can be lead to motivated employees who can effectively achieve organisational goals and objectives that can make impact on the overall effectiveness of the organisational results (Azmi, et. al 2015).
In every organisation there are required to have working environment which supports equal opportunities and diversity by maintaining equality which can help in effective employee retention and loyalty that can make impact on the organisational effectiveness. There are defined various aspects in organisation which can make impact on the overall effectiveness of the organisation influenced with the employee performance (Azmi, et. al 2015). EY is a multinational financial service provider company which is making all the policies and business environment which can make impact on different aspects of business. There are adopted different approached by the company to maintain equal opportunities within organisation for its employees who are liable for providing effective services in the company (Tomal & Schilling, 2013).
There is established effective communication channel by the company in its working environment which is helping in creating environment in which it is possible to communicate with employees and flow of information can be effective that can make impact on interaction level in the organisation.
Opportunities are providing by the company to all the employees in every aspect which can make impact on their level of involvement in the organisation and motivation of employees making increase in their performance and make impact on the overall effectiveness of the company. EY is providing various opportunities and decision making power to the employees making impact on the employee retention and loyalty (Tomal & Schilling, 2013).
EY is effectively planning for the rewards and promotions to the employees based on their performance and considering all the aspects related to the equality act which can make impact on the motivation level of the company and make it effective to manage financial decisions related to the overall performance of the company. There are required to consider different aspects of performance of employees which is based on the decisions taken by the company.
In Barclays the method that get utilised for the purpose of the performance management is Graphic rating scales and according to this method rating scale make inclusion of list of assigned duties along with performance standards and a scale of 1 to 5 in order to rate the performance of employee. It is the easy and quick methods of evaluating the employee performance among the different and larger departments (Wells-Lepley, et. al 2015). There are various other methods are also available that get discussed below such as: -
Barclay's make use of effective approaches in order to manage employee welfare as they adopt intra mural facilities (in order to make employee welfare within the premises) and extra mural facilities (in order to make employee welfare outside the premises) (Gruman, et. al 2011).
Within the premises Barclays: -
Outside the premises Barclays: -
The implication of health and safety legislation on human resources practices are: -
With the effect of another topical issue there is huge impact put over human resources practices as they need to made effective changes in their processing. With this they need to do various changes such as: -
In the end it is concluded that Human resource management plays a major role in managing employees within an organisation. They perform diverse activities in order to manage as well as take care of their employees along with they are also held responsible in order to develop flexibility within the organisation so that their employees perform in effective manner. It's their responsibility to render them equal opportunities to their respective employees for their respective growth. With the help of it they effectively try to satisfy their respective employees and retain them adequately. It helps in reducing employee turnover ratio within their organisation. Organisation follows different employee welfare approaches in order to safeguard their employees. Health and safety legislation put adequate impact over the human resource activities as they need to implement these in their organisation as well as make their employees aware about it.
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