Perspectives Of Human Resource Management

Perspectives Of Human Re microbe ManagementSuppose you argon the HR Manager in a comp both. telephoner is design uping the idea of establishing an HR Department to supervise its employees efficiently and effectively to utilization unlike possible of HRM, and how tensile live lay discover play an principal(prenominal) case in HR performance and what argon main ch each(prenominal)enges faced by HR conductor in tensile realiseplace, while at the same attain train best employee satisfaction and loyalty.Your composing should address the theoretical background with appropriate lineamentsetters cases and tractability inwardly the encounterplaceThis assignment get out be done in collection.The assignment go forth include a report to be demonstrable and is to be presented.Client 1 Banking sector (head function)Client 2 restitution sectorClient 3 Telecom sectorClient 4 Private UniversityTeacher entrust arrest meetings with the groups on fortnightly priming (afte r 2 weeks). The students ar expected to head coordination and commitment towards the group and impart discuss their progress in each meeting. If any student is comprise guilty of non-cooperation or any anformer(a)(prenominal) issue of major concern, the top dog leave aloneing cut down the final grade of that person.Grading pedagogyPassMeritDistinctionP1Explain Guests homunculus of hard- demulcent, loose-tight dimensions of HRMM1A ikon of regularitys and techniques go throughbeen appliedD1Synthesis has been occasiond to generate and justify sound conclusionsP2Re debate the differences between Storeys definitions of HRM and forcefulness and IR executesM2A range of sources of education employP3Analyse HRM from a strategical spot and it implications for the role of the farm animal theatre director and employeesP4Re deal and explain a model of tensileness and show how this might be applied in practiceP5 get a line the take away for tractableness and the types of conciliatoryness which whitethorn be groomed by an boldness and throw away examples of how they bath be put up outedM3Apply the relevant suppleness sexual climaxes on the judicature under rateation and justify your answer.P6Evaluate the advantages and disadvantages of conciliatory on the calling(p) practices from both the employee and the employer perspectiveOutcome 1 occupations for P1Discuss the gentle between hard, soft, loose-tight HRM in mount of guests model in implementation prospective. This should be done in perspective of information adjured to the client. delegates for P2Discuss how storeys definitions of HRM ar unalike whence personnel and IR practice and what the impact of these practices in system parturiencys for P3Discuss what is the strategic wideness of HRM for any brass section.Discuss from the point of view of strategic approaches of HRM.Tasks for M1The student is expected to mount the approaches and modes discussed at Pass take on the constitution selected.Outcome 2Tasks for P4Discuss where we female genital organ use the model of flexibility in face and how we cigargontte use it for the improvements in the judicature selected.Tasks for P5Where and why system use flexibility and which type of flexibility be implemented in government activity.Task for P6Discuss if we implement the flexibility in judicature what will be the advantages and disadvantages of flexibility in employee and employer stage setting how both are affected in various situation.Tasks for M1Technique and unalike model of HRM and flexibility are implemented and how we will get the zest result after implementing these models.Table of ContentsPreface .8Summary ..9Guests model 10 clayey and soft HRM 11Storey model 11Differences among HRM ANDPM 12Importance of HRM 13Application of protract level 14 fictileness at take inplace 15Need of flexibility 16Types of flexibility 17Pro and co of flexibility 18,19,20Application on organizatio n 21,22Conclusion ..23Bibliography .24PrefaceBeing HR manger we brook kick downstairs a report for voicegainz Communication Company that how they roll in the hay implement diverse HRM approaches in their organization. We hope our realise will be compreh poleedSummaryThis report is developed for HR department of voicegainz Communication Company. rootage of all we have discussed the Guest model and its relation with soft and Hard HRM. We have to a fault discussed the storey model of HRM and explained the difference between mercifulity imagery charge and personnel care. Further we have defined and explained the greatness strategic homo superior centering. Beside this we have also applied this approaches on organizing selected that how can voicegainz take benefits from these model,Further much we had discussed the immensity of flexibility and why organization bespeaks to arrange flexible operative instant. We have also discussed and explained contrary types of flexi bility system.In ball club to know to a greater extent in reasonableness we had also explained the advantages and disadvantages of flexible approaches. Beside this we have also applied all these topics on organization selected. At last of report we transmit a teeny-weeny conclusion of this report.Task for P1Discuss the relationship between hard, soft, loose-tight HRM in context of guests model in implementation prospective. This should be done in perspective of information provided to the client.Guests modelGuest (1987) extended the Harvard models foursome HR indemnity choices of employee inuence, human imagery ows, reward systems and cause systems to a kernel of seven. These seven constitution areas included organizational occupation public figure polity formulation and implementation and management of change recruitment, selection and socialization idea nurture and development man agent ows, reward systems and communication systems. The correct constitution choice s will lead to HR outcomes of commitment, competence and exist effectiveness, and result in the hanker- endpoint consequences of individual well-. beingness, organizational effectiveness and societal well-being.The perspective of soft HRM and Guest model is nearwhathow same because both approaches emphasize on employee commitment, communication, reward system, appraisal, and on training and development. (http// spunkyered.mcgraw-hill.com)Definition of hard HRM correspond to Karen legge definition(human imaging managment, 2010) that the hard model of HRM as a routine of emphasizing the scraggy integration of human election policies with business strategy which regards employees as a source to be managed in the same rational way as any other being exploited for maximum return.ExplanationFrom the preceding(prenominal) definition its clear that in hard HRM model human imagery manager more cerebrate on to merge human preference policies with business strategy. Beside this in hard HRM model great deal are consider as election. They are viewed as human capital, in which organization initiate and from which organization expect return on its investment to achieve organization goals. harmonise to our transmission line (human choice managment, 2010) in hard approach organization strictly monitor and control employee with quantitative performance management. In this approach employer give little(prenominal) importance to employees. Organization will tho invest on employee for business interest otherwise organization will not invest on employees.Soft HRMharmonize to definition accustomed by legge (human resource managment, 2010) the soft version of HRM as a process whereby employees are viewed as valued addition and as a source of competitive advantages through and through their commitment, adaptability and noble level of skill and performance.Explanation tally to our course book of (human resource managment, 2010) the soft HRM philosophy roots are t raced back to human relation management school, which give more importance to communication, motivation and leaders.In contrast to hard HRM approach, soft HRM is totally different approach because in soft HRM model organization treat or consider employee as asset. According to soft HRM approach organization can gain competitive advantages through employees commitment and high skills. Similarly employer moldiness involve employee in decision making collectable to which employee will be more motivated and move toward organization. Beside this in soft HRM approach more importance is given to communication and organization culture. Employer must compose much(prenominal) an opportunities for employee in organization where they could improve their skills and abilities.In addition soft HRM approach is more a unitarist approach, which means that the interest of employee and management should be same. From my view point this is the point which differentiates the soft HRM approach from h ard HRM.Task for P 2Discuss how storeys definitions of HRM are different then personnel and IR practice and what the impact of these practices in organizationIn 1992 storey (human resource managment, 2010) presented a theory in which he discussed that how traditional personnel management changed into human resource management. He underlines twenty seven points, which differentiate personnel management from human resource management. Storey begins his approach by delimit four elements which distinguish HRM from personnel management.Differences between personnel management HRM iodin of major difference is that personnel management consider employee as cost and try to minify this cost. While human resource management consider employee as human resource and conduct to improve and develop this resource.According to (michael Armstrong, 2006) the scope of personnel management is very limited as canvas with human resource management. The human resource management gives more importance to organization culture and value, the HR manager always emphasis on employee to decipher organization mission statement while personnel management emphasis on organization norms, costumes and practices.The personnel management intrusts that in that respect should be strict monitoring over employees. While human resource management believe totally different. HRM create such an purlieu where employee works by themselves. The decision making in PM is slow as equate to HRM. The human resource manager considered human resource as asset for organization while personnel management is totally different. The human resource manager takes on board his subordinates toward achievement of mutual objectives.Further In personnel management, employees contract of employment is clearly written and employees must find oneself strictly the agreed employment contract. The contract is so rigid that there is no room for changes and modificationsIn contrast to personnel management in human resource management philosophy is more different. In human resource management there is not restriction or any strictness here manager goes beyond the contract.difference copy.jpgTasks for P3Discuss what the strategic importance of HRM for any organization is.Discuss from the point of view of strategic approaches of HRM.DefinitionAccording to definition given by Bratton Gold that strategic human resource management is the process of linking the human resource suffice with the strategic objective of the organization in golf club to improve performance. (human resource managment, 2010)SHRMAccording to this definition that strategic human resource management is the practice of aligning the business strategy with human resource policies in methodicalness to achieve strategic goals of the business. The aim behind strategic human resource is that organization must fit its human resource strategy at bottom the framework of overall business objectives and therefore hold in that there is concr etion among the human resource practices and the strategic objective of the organization.The changes in the business environment with increasing globalization, changing demographics of the men, increased contract on profitability through growth and change in technology forced organization to focus more on SHRM. In order to achieve long barrier goals its important to give more importance to human resource.The role of the HR manager must parallel the contains of this developing, changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered. They recognize that organization will compete for talent in coming years. This recognition brings about the sine qua non for employee oriented workplaces and programs that meet the needs of employees for meaningful work, growth, challenge, communication, and effective leadership.Strategic human resource management more concentrates on action which could distinguish the organization from it competitor. It develop declaration of intent which define means to achieve ends its concerned with the long term allocation of significant organization resources and with matching those resources and capabilities to the orthogonal environment.The essential aim of ideal SHRM is to produce ideal ability by guaranteeing that the community has the experienced, dedicated and well motivated thespians it needs to accomplish repeated competitive benefits. (http//www.citehr.com)Task for M 1The student is expected to apply the approaches and methods discussed at Pass level on the organization selected.The organization which we selected for this report is a voicegainz communication company which is a local call centre. Which provide services to different companies located in Europe and Afghanistan concord to scenario being HR manager we have to establish HR department in order to efficiently and effectively manage its human resourceIn order to establish HR departmen t voicegainz communication we will bring up HR policy on the basis of guest mode and all other methods which we discussed above.In order achieve high job performance, high problem solving, and similarly to decrease drive turn over, employee absence and to bind low grievance level voicegainz communication company have to focus on these seven points. Such as organization job design and structure, policy and management of change, communication system, appraisal and training, recruitment and selection, man power flow, reward system.Voicegainz Communication Company has to give more power to its employee. out-of-pocket to which worker will be able to take decisions. In order to run organization HR manager will forecast the need of human resource for organization.The HRM will also have to attract and uphold talented people for organization. It will be the responsibility of HR manager to motivate employees through proper rewards and incentives, in order to control labor turnover. The H R manager is also responsible to manage employee performance. It is his debt instrument to develop proper performance appraisal methods. Beside this HR manager is responsible to develop and manage pay structure for employee similarly its HR manager duty to develop performance pay system and benefits schemes such as pension, maternalism and sick pay.Voicegainz Communication Company should develop such a men which could compete in competitive environment. The HR manager role is to create motivated and committed workforce for the organization. Further it will be responsibilities of HR manager to ensure that there is proper communication among employee and line manger. only in practical life close toly organization adopt element of both soft and hard HR but we will give more importance to soft HRM approach. The HR manger of voicegainz Communication Company will consider employees as assets and an important source of competitive advantages. Beside this HR manager of voicegainz will h ave to adopt more democratic leadership style.The HR manager of voicegainz Communication Company has to think more strategically. It will be responsibilities of HR manager to make sure that HR policy and business policies are integrated. This mean that managers take responsibilities for human resource and need to ensure that they have the right people in the right places to ensure that business strategy can be achieve.Outcome 2Task for P 4Discuss where we can use the model of flexibility in organization and how we can use it for the improvements in the organization selected.FlexibilityAccording to our course book (human resource managment, 2010)that flexibility first emerged as a major issue in the 1980 in western European countries, mostly due to increased competition, international recession, uncertainty about prox market and also due to introduction of bare-assed technology. on that point are some other reasons like increase in upshot of work women. Similarly majority of wor kforce have family responsibilities. Beside this there are some countries where an individual cant work more than 48 hours per week on average. In our course book its mention that Due to these changes and petition organizations and employer tangle to provide and introduce flexibility in their organization.An organization can use the model of flexibility for different purposes. According to survey conducted by CIPD shows that organizations not only use model of flexibility for the sick of employee need, but also to meet customer needs, to accommodate employees, and to achieve organization goals. (http//www.cipd.co.uk)We can use model of flexibility in different situation suppose an organization which aim to increase production, offer its employee to work over cartridge clip or outsource them. In order to decrease employee absenteeism organization may offer flexible work schedule or job sharing scheme. of late the changes in law also force employer to create more flexible running (a) environment. In 2002 a new act was introduced in UK in relation to flexible working(a) (human resource managment, 2010).According to this law that In order to make a request for flexile working hour employee should follow the below procedure.Employee can request for flexible working sight specially Have a child under the age of sixer years old, or a disabled child(under 18)Employee who have worked for the organization for at least twenty six constant weeks.Employee most request in written form and should write all the reasons due which employee request for flexible working hour.Within 28 day employer has to respond to request whether he accept or reject. If request rejected employee must appeal. If employees think that employer didnt follow rule and regulation, the employee has the right to bring complaint before an employment courtroom within 3 months. (human resource managment, 2010)Task for P 5Describe the need for flexibility and the types of flexibility which may be deve loped by an organization and give examples of how they can be implementedNeed for flexibilityAs we know that Due to demographic and social changes the number of people in the paid workforce with caring responsibilities is set to increase. This will in turn increase the demand for flexibility in the workplace. An organization through flexibility can retain best employees. Similarly through flexible workplace organization can also boost productivity and innovation. So these all are the reasons due which need for flexible work place arise.According to our course book of (human resource management and employee relation) that in 1984 Atkinson introduced a new model which known as the result /periphery model) according to this model organization mostly consist of core and periphery employee. According to him that core employee are more important for organization survival because they posses high skills and are more competent. As we utter that these employees are more important for organ ization survival therefore they should be treated differently from other group. Organization should provide them career development opportunity and should be more paid. (human resource managment, 2010)In contrast to core group, periphery group worker enjoy none of the benefits given to core group. There is categorization within the peripheral group. According to Atkinson the first peripheral group is combination of in force(p) sentence labor, but more vulnerable than core group workers. There is no need to achieve functional flexibility among this group as little training is needed to perform the job, since they tend to be less skilled. Beside this there is second peripheral group which is made of staff active on part meter or on fixed term contract. This group has less skill and has less chance of promotions. Similarly this group has lower salary then core group.There is also trinity group which are consist of external employees who are not immediately sedulous by organizati on. These are employees such as sub-contractor or employed through outsourcing.The shamrock organizationCharles handy used the shamrock organization to apply a model to work force flexibility. The three level leaves of shamrock were used to symbolize an organization human resource.Professional coreAccording to Charles handy lord core are changelessly employed people who represent the distinctive knowledge and competence of the menage. According to him that professional core group are more talented and professionals. Organization will paid them more as compare with others. These people are close set(predicate) to organization. This group has more knowledge about organization objectives and practices. As we said that they are rewarded with high salaries and award but in return they must show strong commitment toward organization.Flexible labor forceAccording to Charles handy flexible labor force are not permanent workers. They work temporary or part time for organizations. They jo in the work when ever organization needs them especially in peak time. for example in Easter festival demand for chocolates increase due to which organization rent worker temporarily in order to meet demand.contractual fringeThe second group consists of contracted (outsourced) specialists who may be used, for example, for advertising, RD, cypher computer, catering and mailing services. They operate in an existential culture and are rewarded with fees rather than with salaries or wages. Their contribution to the organization is measured in proceeds rather than in hours, in results rather than in time. (human resource managment, 2010)Task for P 5There are different types of labor flexibility, which can be applied in different situations. We will discuss them briefly. serviceable flexibilityFunctional flexibility which is also known as toil flexibility, in this method employee should know or have multi skills. In this method employer simply provide training to employees in order to learn new skill. In the method employees are redeploy to do multi tasks. The overall aim behind offering functional flexibility is to achieve greater workforce productivity.Location flexibilityIn the method there is flexibility for workers to work far away from the office base. In this method employee connect with office via email or any other electronic medium. Such kind of flexibility provides benefit to both employee and employer. Through location flexibility method organization can reduce its office cost. (human resource managment, 2010)Temporal flexibilityIt refers to shifting working hours in order to meet production demand. In a situation where there is fluctuation in production and demand employee may work over time. Similarly organization may hire employee for part time job.Numerical flexibilityIt referred to the firms ability to operate the number of labor input through working arrangement within the firm or by using the external labor market (e.g., short-run contracts, flexible working hours). Through numerical flexibility method organization can easily handle the fluctuation in demand and supply. (human resource managment, 2010)Flexible working methodThere are different flexible working methods. We will discuss them belowTemporal flexibilityFlextimeIn this method employee choose when to start and end work. This is the most requested and most affordable type flexible working arrangement. For example an employee chooses to start work on 9am to 4 pm on Monday while on atomic number 90 start work on 11am and end work at 6 pm.Job sharingIn this method workers mostly share the job hours among each other. This option can be difficult for small employer where training may necessary. For example one worker work in the eve while another does the same job at morning.OvertimeIn over time method Organization offer employee to work overtime. A business may ask employee to work overtime in order to increase the production or meet demand. For example in pulve rization normal working hours is from 9 am to 4pm. But employer ask employee to work till 8 o clock.Numerical flexibilityPart timePart time worker are those workers which work less than 40 hour per week. They are not permanent workers due to which organizations didnt give them other benefits. According to our course book recently government of UK take sedate step for the right of part time worker. According to these laws part time worker should be treated equally.Functional flexibilityMulti skilling in multi skilling employer give training to employee in order to learn multi task. In this method employee do multi tasksLocation flexibilityTelecommuting is a perform agreement in which a worker provides out all or some of the responsibilities of the job at house or another different place. From example an employee work in Telecom Company but perform the entire tasks from home. (http//www.hr.ucdavis.edu)Task for P6Discuss if we implement the flexibility in organization what will be the advantages and disadvantages of flexibility in employee and employer context how both are affected in various situation.As we know that everything has some kind advantages and disadvantages similarly flexibility have some advantages and disadvantages. In article written by CIPD that CIPD believe that flexible working arrangement play very important role in organization success. Further they explain that HR manager can use flexibility as strategic tool. An employee gets more committed toward organization due to flexible working arrangement. According survey conducted by CIPD that workers on flexible contracts likely to be more emotionally engaged, more well-provided with their work, more likely to speak positively about their organization and less likely to quit. However we will discuss its advantages and disadvantages below.Advantages for employerAs we discuss above that due to flexible work schedule employee get more committed toward organization. Similarly flexible work schedule decreased absenteeism because with flexible working arrangement employee can easily make balance between work and family responsibilities.Due to flexible working schedule organization can retain more talented workforce. Beside this organization can recruit outstanding employees due to flexibility. By providing flexible working environment organization can develops its integrated image. (michael Armstrong, 2006)Disadvantages for employerSimilarly arranging flexible working hour has some advantages. It may take much cost to administer the schemes. Because employee should be trained that flexible polices and also the bills of utilities such as gas, telephone etc increase due to redundant usage. Beside this employer can also face communication difficulties because everyone have different working hour.Advantages for employeeFlexible working arrangement has lots of advantages for employee. Employee can manage his working responsibilities and family responsibilities. Similarly employee gets satisfied and more motivated. They enjoy the workplace and less likely to get tired or bored from job. Through some method employee can gain experience for example multi skilling method Disadvantages for employeesThrough flexible working arrangement employee can also get tired for example in compressed hour method employee may work for long time. Similarly Multi-skilled employee has to work more so it creates burden for him/her. Some time for employees it become difficult to manage or complete the task for homes. (human resource managment, 2010)Task for M2Use different sources of information to justify your implementation of in organization.In order to complete this report, we have collect data from our course book, from teacher slides and from different website which keen be seen as bibliography at end of the report.Task for M 3You will have to justify your choice of flexibility approach applied in the organization. Consider organizational type and resources which are relevant to HR.As we know that there are different types of flexibility, which can be use in different situations. Here we have developed some flexible working arrangement for voicegainz Communication Company. We have proposed two kind flexibility such as location and, secular flexibility as voicegainz is telecommunication company therefore it will be will beneficial for employees by offering for them tele -working, flexi time and job sharing.Tele-working by offering tele-working flexibility employees will enjoy to work from their home. Employee will no more face rush hours, pollution and will also minimize travel cost. Employee of voicegainz will be able to balance their work and family responsibilities. Beside this employer will also get benefit from this method because it will save overheads, especially premises cost because know a days rent for buildings are rising.Flexi time by offering flexi time employees will easily manage their working hour and family responsibilities. Those who h ave any urgent work can easily will choose when to arrive and leave. As voicegainz have 24/7 service system therefore employee can easily its working hours. It will also increase the morale of female employee because they are allowed some time to go earlier.Job sharing as voicegainz communication company have 24/7 service therefore It helps company to carry out its work with without i.e. whenever employee is absent due to any reason then there is always someone in the company to carry out his/her tasks.In order to request for flexible working employee will pass from below processTask for D 1Synthesis has been used to generate and justify valid conclusionsConclusionGuest (1987) extended the Harvard models four HR policy choices of employee inuence, hu