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Unit 3 Managing Human Resources Assignment Arcadia Group
Human resource management is an important aspect for every business. It is concerned with the management of the human resource of an organisation. There is a need of suitable applications and various human resource model which helps in management of the human resource of the business in a better manner. This unit 3 managing human resources assignment arcadia group discusses Guest’s model and its different aspects which enhances the performance of the business. This report also provides an understanding of implications of organisation in relation to the management of human resource. It also discusses the different types of models of flexibility. It provides knowledge of the different forms of discrimination which takes place at workplace, approaches which are used managing employee welfare in an organisation and the issues on human resource practices. For the better understanding of these aspects related to a business an organisation has been selected named as “Arcadia Group” of United Kingdom. Arcadia Group is a British multinational retailing company deals in clothing business. Its headquarter is located in London, United Kingdom. It is having more than 2500 outlets in United Kingdom. It was founded in 1903 by Lithuanian immigrant Montague Burton in Chesterfield as The Cross-Tailoring Company (Saini, 2013).
This section of the program provides an understanding of the Guest model of human resource management; comparison has been made among the Storey’s definitions of HRM, personnel and IR practices in Arcadia Group and the implications of developing a strategic approach to Human Resource Management for the line managers and employees of Arcadia Group.
1.1 Explain Guest’s model of HRM
Guest’s model of HRM is an effective approach adopted by Arcadia Group for the purpose of management of the human resource. Guest’s model of HRM is focused over the planning and performance management of the operations of Arcadia Group. This model has six dimensions. This model focuses over the HRM strategies which enable Arcadia Group to achieve the objectives in a better manner. It differentiates commitment from compliance. According to this model employees feel motivated and encouraged and perform in a better manner when their needs are identified and fulfilled. It focuses over the personnel management as well as on Human resource management. It links the strategic management of Arcadia Group. It places over the needs of an individual rather than on the needs of all the employees. This model suggests that the performance of the employees need to be guided towards the right direction so as to gain positive results. It provides flexibility to the employees by providing chances to develop their skills and knowledge. Guest’s model has helped in the development of the environment of the workplace of Arcadia Group. The six dimensions of Guest’s model include HRM practices, HRM strategies, HRM outcome, financial results, behavioural outcome and management of the performance of the employees at workplace (Ballester, 2013).
1.2 Compare the differences between Storey’s definitions of HRM, personnel and IR practices at Arcadia Group.
Storey’s has explained HRM as a strategy and an approach used by the management for the management of the employees of an organisation so as to achieve the objectives of the organisation. Storey has stated that organisation needs to manage the human resource. The aim of the Personnel and IR practices is to satisfy the needs of the employees so as to motivate them for performing in a better manner. Human resource management is an effective approach which provides a competitive advantage to the business and helps in fulfilling the objectives of the business. Personnel and IR practices are focused over the objectives of the employer and aim at meetings the requirements of the stakeholders of the business (Doherty, et. al., 2013;2014). The table shows the difference between the Storey’s definitions of HRM, personnel and IR practices:
Storey’s HRM at Arcadia Group
Personnel Management / IR
The decision making process in HRM is faster as the approach is customer oriented.
Time involved in the decision making process in personnel management / IR is more.
Beliefs and assumptions
HRM focuses on motivating and encouraging employees to achieve the objectives.
Personnel management / IR need the careful description of the program.
The management role of the line manager in HRM is transformational.
The management role of the line manager in Personnel management / IR is transactional.
Flow of communication in HRM increased.
Flow of communication is restricted.
It is considered in strategic planning
Personnel management / IR are not considered in strategic planning (Doherty, et. al., 2013;2014).
1.3 Assess the implications for line managers and employees of developing a strategic approach to HRM at Arcadia Group.
Every organisation needs to change the approaches or strategies adopted by it so as to cope with the changing environment and to gain a competitive advantage over the others in the market. The implications of the line managers and employees vary from each other while the development of a strategic approach at Arcadia Group. Line manager need to implement strategies for the management of the culture, business policies, goals and leadership styles. It is the responsibility of the line manager to integrate the strategic approaches with the principles, objectives and goals of Arcadia Group in relation with the production. Line manager is responsible on the behalf of the employees as it is representing the employees. Implications for the employees include job security, bonuses and changes in the remunerations. All these implications for the employees are based on the performance of the employees and their role in the attainment of the objectives of the business. Manager and employees need to learn the skills and knowledge so as to deal with the changing aspects related to the business (Fernando, 2012).
This section of the report provides knowledge of the Model of flexibility which can be applied in Arcadia Group and different types of flexibility which can be developed by Arcadia Group. And it also covers the use of flexible working practices from the employer’s as well as employee’s point of view and the impact that changes in the labour market have on flexible working practices.
2.1 Explain how a model of flexibility might be applied in Arcadia Group.
Flexibility is one of the most important aspects which need to be present at the workplace of every organisation. Flexibility helps in maintaining a comfortable environment at the workplace and creates healthy environment at the workplace for the employees. Flexibility can be understood as the manner in which an individual fulfils its responsibilities towards the organisation. It provides a shape and direction to the career of the workplace. It is related with the management of the personnel by monitoring and supervising the activities or performance of the employees. For the purpose of maintaining flexible environment at the workplace Arcadia Group need to adopt various approaches. When the employees are getting flexible environment at the workplace then they feel motivated and encouraged. Flexibility at the workplace is an important part of Arcadia Group. It helps in promoting the team spirit and effective flow of the information among the organisation. Human resource management need to prepare flexible environment where employees can perform their duties in a better manner and resolving the issues faced by them at the workplace. Flexibility at the workplace helps in enhancing the performance of the employees as well as of the organisation and provides job satisfaction to the employees. Flexibility provides a health and safety culture to the employees. For an example Arcadia Group can adopt flexible working hours for the employees so as to provide them a convenient way to perform their duties. Or it can use rotational shifts to the employees so as to facilitate a comfortable way to the employees for performing their roles (Veksler, et. al., 2015).
2.2 Discuss the types of flexibility which may be developed by Arcadia Group
Various types of flexibility is available which can be used or implemented by Arcadia Group so as to maintain a healthy, safe and better environment for the employees of the organisation. Flexibility at the workplace helps the employees to improve their performance as well as increase in the productivity of the organisation. Flexibility results in increasing the moral, job satisfaction and increase in the level of engagement of employees in the operations of Arcadia Group. The different types of flexibility are discussed below:
- in this type of flexibility employees are permitted to choose the starting and ending time for their jobs or roles within a range of time. This provides a convenient way to employees to execute their duties and role with job satisfaction, encouragement and motivation.
- in this type of flexibility employees are allowed to take off or leave from the work due to some urgent reasons which includes personal or family issues. It builds trust and faith among the employees for Arcadia Group. There is a need to create a flexible environment for the employees at the workplace.
- Flex-career:it permits the employees to enter, exit or re-enter at multiple point during the job. It provides a flexible mode of entry and exit of the employees in the organisation.
All these types of flexibility play a vital role in Arcadia Group. For the improvement in the performance of the employees there is a need to implement these types of flexibility in the organisation (Bal, et. al., 2015).
2.3 Assess the use of flexible working practices from both the employee and the employer perspective
Flexible working practices play an important role for both employee and employer. These flexible working practices help in maintaining a healthy, safe and better environment at the workplace of Arcadia Group. Flexible working practices provide a faster means for the decision making of the organisation. It not only reduces the cost involved in the operations of Arcadia Group and efforts involved in these activities. It helps in increasing the revenues of the business. It helps employees as well as employers. It provides a flexible way of working for the employees and motivates them to perform their activities or roles in a better manner. It reduces the burden of the employees as well as establishes an effective manner for the purpose of communication so as to flow the information in an effective manner among the different levels of the organisation. it helps employers by providing a better means for communication between the employers and employees and helps in building team spirit which helps in the attainment of the objectives of the organisation (Kelliher, et. al., 2010).
2.4 Discuss the impact that changes in the labour market have had on flexible working practices
The impacts of the changes in the labour market can be seen on the flexible working practices of Arcadia Group. There are various aspects related to labour market and flexible working practices which affects them in numerous ways. Labour market is changing at a very fast speed and for the purpose of dealing with these issues there is a need to adopt techniques and measures. These changes in the labour market are affecting the flexible working practices. The main reason behind these changes is the change in the technology. These changes in labour market affect the quality of the employees Arcadia Group is having. As the change in technology is taking place, requirement of the skills possessed by the employees is also changing. This affects the working practices. These changes also results in increase in the cost of Arcadia Group as well as efforts of the business. There is a need to adopt techniques and approaches by Arcadia Group for coping with these changes and impacts of the change in labour market on flexible working practices. These changes have negative as well as positive impact over the performance of the employees as well as of Arcadia Group (Strauss, 2013).
This section of the program discusses the different types of discrimination which can take place at workplace and affects the employees and their behaviour towards the organisation. Equal opportunities legislation has various implications over the employees of Arcadia Group as well as over the Arcadia Group. Comparison has been made over the approaches to managing equal opportunities and managing diversity.
3.1 Explain the forms of discrimination that can take place in the workplace
Discrimination can be understood as providing different treatments to different people due to difference in caste, gender, age or colour. There are different forms of discrimination which can take place in the workplace of Arcadia Group. Arcadia Group needs to identify these forms so as to improve the conditions of the workplace so as to maintain health and safety of the employees. These forms of discrimination are discussed below:
- Direct discrimination: in this type of discrimination, different treatment is given to the employees due to the differences in race, caste, gender, colour and age. Favourable treatment is given to certain employees than others. Situation of discrimination arises when few employees are given different treatment from others due to the differences in race, caste, gender, colour and age. Arcadia Group needs to identify and eliminate these practices from its workplace so as to deal with them in a better manner and to maintain the environment of the workplace. For an example: young employees are required for the purpose of operation of the heavy machinery which requires efforts and physical strength. This bounds the selection and recruitment process to select the employees on the basis of the age.
- Indirect discrimination: in this form of discrimination, equal treatment is given to every employee in a particular condition except to a particular group. And the requirement or particular condition cannot be explained or justified. For an example: selection and recruitment process of an organisation may include recruitment of a female employee for the post of a receptionist. In this example the job is restricted to females only (Nier, et. al., 2012).
3.2 Discuss the practical implications of equal opportunities legislation for Arcadia Group.
Equal opportunities can be understood as providing equal chances to every individual so as to treat them in a fair manner. Various practical implications of equal opportunities legislation are available which can have positive as well as negative implications. These implications are discussed below:
- Reviewing HRM policies and guidelines: main implication over Arcadia Group is to review the human resource management policies and guidelines so as to ensure the healthy and safe practices at the workplace. HRM policies and guidelines help employees to execute the operations of the company and helps in maintaining the ethical conduct of the business.
- Financial implications: financial implications arises over Arcadia Group if it is failing to comply with the legislations and acts formed by the government of United Kingdom. There is a need to implement these practices and policies so as to avoid discrimination practices.
- Policies for equal pay and compensation: It is an implication for Arcadia Group to provide equal pay and compensation to the employees without favouring one employee and treating it differently than others. It is the responsibility of the company to treat all the employees in a similar manner so as to comply with the Equal pay act 1970 which states that equal pay should be provided to the employees working on the same level regardless of their sex, gender, caste or race.
- Policies for discrimination: it is the responsibility of the company to frame policies and rules so as to eliminate the unethical practices and discriminatory practices which are against the interest of the employees. Unethical practices affect the performance as well as behaviour of the employees towards the business. There is an implication over Arcadia Group to safeguard its employees from these unethical practices (Miles, et. al., 2010).
3.3 Compare the approaches to managing equal opportunities and managing diversity.
Approaches concerned with managing equal opportunities and approaches concerned with managing diversity are linked with each other. For the purpose of promotion of these approaches there is a need to implement these aspects so as to provide equality and diversity in the organisation. There is a need to explain the concept of managing equal opportunities and managing diversity to the employees so as to effectively execute these aspects in the environment of Arcadia Group. Managing equal opportunities can be understood as offering equal opportunities and chances to the employees irrespective of their caste, sex, colour or race. It focus is on the overall development of the employees rather than of the individual employee. This approach focuses over providing opportunities to the individuals regardless of any form of discrimination. Managing diversity can be understood as the approach which helps in the development of an individual. The focus of these approaches is over the gender and cultural aspects of personnel. For effective implementation of these approaches there is a need to adopt measures including open communication so as to ascertain the effective flow of the information in the organisation, flexible working arrangements so as to provide flexibility to the employees in working. These measures help in better execution of the activities of the business and effectiveness in the performance of the employees as well as of Arcadia Group. These approaches of managing equal opportunities promote diversity (Ravazzani, 2016).
This section of the program provides comparison of different methods of performance management of employees, approaches for the purpose of managing welfare of the employees and discussion has been made over the implications of health and safety legislation on human resources practices. Evaluation of impact of the topical issue on human resources practices in Arcadia Group.
4.1 Compare different methods of performance management
Performance of the employees needs to be managed so as to generate the desired results. Performance of the employees depends upon various factors and there is a need to consider these factors so as to manage the performance of the employees. It includes monitoring and reviewing the performance of the employees so as to focus the efforts towards the right direction. For the purpose of performance management of the employees various methods are available. These methods are discussed below:
- Reward system: Providing rewards to the employees for their performance is one of the most effective methods for performance management of the employees. Reward system helps in motivating and encouraging employees for achieving their individual targets which ultimately results in attainment of the overall targets decided by issue on human resources practices in Arcadia Group.
- Monitoring and supervising: Monitoring and supervising the performance of the employees helps in the identification of the errors committed by the employees at initial stages and correcting them so as to manage the performance of the employees. Monitoring and supervision also helps in the identification of the performance of the employees and comparison of the actual performance of the employees with the standards set or decided by the management (Dehaghani, et. al., 2013).
- Organising appraisal meeting: Appraisal meetings get conducted with a motive to discuss the aspects which helps in improving the performance of the employees. These aspects include discussions about the development of the skills, knowledge of the employees so as to develop the capabilities of the employees. Arcadia Group needs to conduct appraisal meetings so as to develop the skills of the employees.
- Effective communication: Effective communication is an important aspect which helps in the flow of ideas, thoughts and information among the organisation so as to avoid the chances of errors and mistakes. It helps in eliminating the gap between the different levels of the company and to promote effective flow of the information.
- Performance development plan: Performance development plans are prepared by an organisation with a motive to guide the actions of the employees in a direction so as to generate the desired outcome. These plans form a basis for the actions of the employees and enables Arcadia Group to achieve the objectives (Dehaghani, et. al., 2013).
4.2 Assess the approaches to the practice of managing employee welfare in Arcadia Group.
It is the responsibility of every organisation to manage the welfare of the employees so as to ensure the health and safety of the employees at the workplace. Employee welfare can be understood as the services, facilities and benefits to the employees by the employer with a motive to satisfy the employees. It can be in monetary or non-monetary form. Arcadia Group uses various practices for the purpose of managing the welfare of the employees. These are discussed below:
- Welfare programs: Welfare programs focus over the development programs so as to provide training to the employees for the purpose of development of the skills and knowledge of the employees. This helps in improving the performance of the employees as well as performance of Arcadia Group.
- Personnel assistance programs:These programs help the employees of Arcadia Group to manage the issues related to their personal life so as to reduce their stress level. This helps in improving the productivity of the employees by development of their capabilities.
- Anti-discrimination programs: These programs help in elimination of the discrimination practices perpetuating the culture or environment of Arcadia Group. It ensures the adoption of the ethical practices at the workplace of Arcadia Group so as to maintain the health and safety of the employees.
- Retirement benefit programs: These programs help the employees as well as to the organisation. It provides retirement benefits to the employees so as to survive after the retirement without any worry. And it can help Arcadia Group by retaining the employees and reducing the employee turnover ratio which reduces the cost involved in selection and recruitment process (Gallie, et. al., 2012).
4.3 Discuss the implications of health and safety legislation on human resources practices
Health and safety legislations create huge impact over the human resource practices at Arcadia Group in various ways. Arcadia Group focuses over the different aspects which affects the health and safety of the employees. Arcadia Group is responsible for providing safety to the employees, customers and general public so as to conduct the activities in the legal framework and in an ethical manner. Implications of health and safety legislation on human resources practices results in additional cost to the business. There are various acts, rules and regulations framed by the government of United Kingdom which focuses over the health and safety of the employees by the adoption of the health and safety standards decided by these acts, rules and regulations. In case of non-compliance with these, Arcadia Group needs to face legal consequences. This creates negative impact over the image of the organisation. It is the responsibility of human resource management team to analyse the culture of the organisation so as to ensure the safety of the employees at the workplace. Health and safety legislation create huge impact over the HRM practices (Muyia Nafukho, et. al., 2010).
4.4 Evaluate the impact of one topical issue on human resources practices in Arcadia Group.
One of the issues faced by Arcadia Group is the lack of team spirit. Team spirit helps in the attainment of the objectives of the business in a better manner. Due to the lack of team spirit among the employees a gap has been created which has affected the flow of information in the organisation and result into errors and mistakes. Another issue faced by Arcadia Group is high employee turnover ratio. This is the major issue faced by Arcadia Group. This issue is affecting the organisation at large. High employee turnover ratio results in increase in the cost, time and efforts of the organisation. It affects the productivity of the organisation as well as decreases the chances of survival and growth of Arcadia Group (Belobragin, et. al., 2016).
Conclusion provides summary of the key points discussed in the report so as to provide an overview of the program. This Unit 3 Managing Human Resources Assignment Arcadia Group has been prepared over the topic managing human resource. Human resource is the most important part of every organisation which conducts or executes the activities of the business. It is the responsibility of every organisation to look after the health and safety of the employees from discrimination or unethical practices which affects to the performance of the employee. This report provides information and knowledge of the different types of discrimination which may occur at workplace and is against to the interest of the employees. It is the responsibility of the organisation to provide healthy working conditions to the employees so as to enhance their skills and performance.
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