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This Unit 3 human resource management pass copy discuss Managing human resources is one of the most important functions in an organization that can show it the direction it needs to move on its path of desired success. Human resources cover almost every dimension in the organizational structure. Thus, human resources range across a diverse set of functions, from the strategic planning and allocating resources, towards optimizing the performances of employees through factors like motivation, performance management and training (Mondy, Noe and Gowan, 2005). In this paper, we deal with the intricate details of the procedures of managing human resources and look closer into ‘Innocent Drinks’ an organization that has made significant strides in the UK market. The paper also attempts will also go deep into the task of suggest human resource management strategies, techniques and models that can applied for the company, Innocent drinks, who wishes to cut a niche for itself in the market with its tasty and healthy drinks and food products.
The Guest model was developed by David Guest who had proposed a model of human resource management based on the amalgamation of the soft and the hard approach.
The Hard HRM approach, according to the Storey is more of the instrumentalist approach where workers are perceived as resources that need to regulated and monitored to achieve better performance results. The Soft approach to HRM perceives the workers as a valuable resource for the organization and creates a system where they can provide their best to the organization and also enhance their skills and growth. The company Innocent Drinks has seen to be following a softer approach that concerns with a more ‘people oriented approach’ (Nelson, 1994).
The Guest model specifies the following aspects:
Since Innocent Drinks follows a Soft HRM strategy of ‘people approach’ it requires distinct organizational strategies that can support the same. The company itself is in an advanced stage of development and need the contributions of the organization to consolidate its practices.
The Flexible Firm Model developed by Atkinson and Meager’s model is one of the most widely followed and acceptable models for organizational flexibility. The model talks about four types of flexibility that organizations may seek.
Organization’s need to attain a level of flexibility in the organization to earn the ability to adapt to the changing situations and environment without adding more strain to the organizational structure to meet certain situations that can test its capabilities. This not just adds more capabilities to the organization but also allows the employees a greater level of freedom to commit and give their best.
Some of the most common types of flexibility adopted by several organizations are:
Most businesses are slowly learning the importance and the need to adopt flexibility approaches for the smooth functioning of the organization. For Innocent Drinks, the professional management and leadership can look at the advantages of the same from the perspectives of both the employers and the employees.
Flexibility has added a lot of dynamism to a business organization and has allowed it to create plans that can be implemented at a time when the organization faces an emergency or uncertainty. Changes in labour market have also impacted flexibility in the work environment.
The impact of innovation and changing technology: has resulted in greater need for employee flexibility. The advancements in modern technology have altered the dependence on human labour which has changed the application of human resources. Thus, companies can moderate their usage of human resources according the need of the hour to manage a smooth business organization and also control the costs (Mathis and Jackson, 2003).
Wage flexibility: has helped maintain costs in the organization. Companies can have a clear distinction between regular employees and part-time, contractual employees and determine wages on the demand-supply factors of wages. Thus, flexibility work options have also brought about a rationalization of payment options, which can be altered to suit a performance- driven wage determination system.
Geographical flexibility: has helped companies bridge the gap created by geographical barriers of communication and work by implementing technology. Employees are able to travel to different regions and handle the duties assigned to them. Modern technology has also helped companies conduct work with their clients or counterparts who are based out of a different geographical location even without their physical presence (Martin, 2009).
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There are several types of discriminatory practices that an organization may engage in.
The Equality Act 2010 prohibits discriminatory practices on the basis of colour, caste, religion, gender or any other basis. So, the Equality Act 2010 safeguards the rights of the employees and protects them from discriminatory practices in the organization. This legislation protects from:
An organization being a conglomeration of people from different backgrounds, beliefs and belongings has a diversity that needs to be managed, providing equal opportunities for all without any discrimination. The basic difference between presenting equal opportunity and managing diversity comes from the practices that govern them.
Most practices that encourage equal rights and performance based parameters within the organization are ways of managing and encouraging diversity. The guidelines and regulations from governments, social organizations, ethical practices and human rights factors work towards equality in the organization (Cascio, 1998). The goal of equality is to present opportunities of equal treatment without any basis of discrimination. This means that the organization would draw up the yardstick to determine the basis on which it treats its employees, in accordance to the Equality Act 2010.
Diversity on the other hand means the amalgamation of people from different background, cultural and religious beliefs. Diversity is managed by encouraging employees by recruiting new employees with similar cultural, lingual and ethnic diversity. Most organizations are sympathetic to the beliefs and practices followed by every ethnicity and different religion. Flexibility in the organizational culture has encouraged and facilitated diversity (Chruden and Sherman, 1984).
Performance management is one of the most important tools used in an organization to assess the performance of employees and identify the shortcomings in the organization.
Annual performance appraisal: is one of the most popular performance management tool practiced in several organizations. Performance appraisals can be carried out by members in a team, in departments, by senior management or by oneself. This helps assess if the employees have been able to achieve the targets that they had set for themselves. Performance appraisals can also be used as a motivational tool by giving benefits and incentives to the high performing employees. The employees whose performances have not been satisfactory can also be encouraged for better results (Dessler, 2000).
Review meetings: are another popular tool for performance management. Teams and departments can carry out their reviews in meetings that are chaired by the head of the respective team or department. These meetings can be used to evaluate the performance of the individuals with important and valuable feedback from the leader. These meetings can also be conducted by the senior management who can take feedback of the performance of the employees from their respective team leaders and departments.
Development function: is the tool of performance management that can clearly indicate when the employees are performing well and when they are not. This gives a clear identification of the areas that an employee needs to improve (Nelson, 1994).
Organizations over the years have concentrated in offering employees health welfare benefits. Most companies have initiated welfare programs that offer assistance to employees.
Health and safety legislations have several impacts on an organization. Additional costs are incurred by the organization due to these legislations which guide organizations to provide health and safety benefits to employees. The employers’ responsibility of ensuring health and safety at the workplace has meant that the companies have had to initiate programs that can lend health benefits to employees. So, companies have focused on providing health insurance, medical allowance and other health benefits to the employees (Minten, 2010). Several companies have also extended health insurance benefits to employees and their spouses and have conducted annual medical camps where the employees and their families could get a complete medical check-up.
Adapting and changing to the modern technology is one of the most important issues of human resource management. Upgrading technology not only adds several benefits to the organization, it also brings in apprehensions in the minds of the employees. The work of management is to effectively communicate the advantages of the same and motivate the employees by informing them about the opportunities it would bring in the organization (Mathis and Jackson, 2003). Technology would also mean better handling to achieve the desired organizational efficiency and so, human resources would need improved training and development programs to prepare the employees to handle the technology and make the most out of it, increasing productivity and improving the organizational efficiency. The managers can also arrange for flexible working environment and create options that can help motivate the employees and keep them committed to the goals and objectives of the organization. Innocent Drinks too can adopt similar strategies of management in their organization and make use of the advancements in technology in harmony with their human resources (Bach and Edwards, 2013).
This Unit 3 human resource management pass copy has spoken extensively about the intricacies of human resource management and has presented a detailed analysis of some of the most important strategies, models and methods that can help in the growth of the organization. Most of the strategies mentioned can also be extrapolated to ‘Innocent Drinks’ a company that continues to make steady strides in the market (Chruden and Sherman, 1984).
Bach, S. and Edwards, M. (2013). Managing human resources. Hoboken, N.J.: Wiley.
Bohlander, G. and Snell, S. (2004). Managing human resources. Mason, OH: Thomson/South-Western.
Cascio, W. (1998). Managing human resources. Boston: Irwin McGraw-Hill.
Chruden, H. and Sherman, A. (1984). Managing human resources. Cincinnati: South-Western Pub. Co.
Dessler, G. (2000). Human resource management. Upper Saddle River, NJ: Prentice Hall.
Gomez-Mejia, L., Balkin, D. and Cardy, R. (2001). Managing human resources. Upper Saddle River, N.J.: Prentice Hall.
Martin, J. (2009). Human resource management. Los Angeles: SAGE.
Mathis, R. and Jackson, J. (2003). Human resource management. Mason, Ohio: Thomson/South-western.