The Differing Perspectives of Human Resource Management - Assignment Example

?Section 1. Examine the differing perspectives of human resource management: Explain Guest’s model of hard-soft, loose-tight dimensions of HRM There are number of ways for executing managerial processes of HR. The two broad approaches of HR include Hard HR, Soft HR and tight and loose dimensions of HR. In real world, businesses like to keep a combination of both the approaches. They key features of both the approaches are mentioned below in a detail manner. 1. Hard HR Hard HR treats employees as resources of businesses just like building and machinery. In this regard, companies determine how to acquire the most talented candidates out of the available pool of candidates and how much it will cost to acquire such employees. Hard HR focuses on business needs of HR and takes action accordingly i.e. hiring, firing and moving. 2. Soft HR Soft HR treats employees as their most important assets and resource. Many business, make their employees their competitive advantage. Special care is taken for planning and fulfilling the needs of employees and under soft HR, employees are treated as individuals. Soft HR focuses on the needs of employees that include motivation, rewards and roles. 3. Tight and Loose Dimensions of HRM Tight and loose dimensions of HRM depicts that some organizations prefer to provide a loose (informal) environment to their employees so that they can work in a more pleasant and easy environment whereas tight dimension of HRM refers to the more formally organized workforce where the main objective is to accomplish goals by any means. Review the differences between Storey’s definitions of HRM and personnel and IR practices Storey’s Definition of HRM According to Storey, human commitment and capability is essential for every organization. He argues that human resource, capability and commitment are what differentiate an organization. Therefore, importance of human capital needs to be integrated at the highest level of management in organization. Human capital must be integrated in all the functions of an organization so as to enable the organization to achieve its goals. IR Practices Storey’s IR practices incorporate that employees needs to follow certain rules, regulations, policies, norms and customers within the workplace. It creates division of labor among workforce because the pays of workers are made on standard rules. Analyze HRM from a strategic perspective and its implications for the role of the line manager and employees Strategic Perspective of HRM Strategically, HRM is a fundamental tool that provides the organization a framework to hire the best possible human resources in the organization. Human resource is the only asset of the organization which cannot be imitated by the other organizations. Due to this, the organizations focus on developing such an effective team of workers who can provide the organization an edge over its competitors. The role of line managers and employees is also quite influential for the HRM practices such that these are actually the line managers to whom the HR department provides the best available employees so that those employees can achieve the overall organizational goals by facilitating their line managers. Section 2 2. Review ways of developing flexibility within the workplace: Review and explain a model of flexibility and show how this might be applied in practice Flexibility is a key area that has emerged vastly across the world in relation to human resource practices. The model of flexibility reflects such workplace environment where the employees are allowed to enjoy flexibilities with respect to different sorts of their job related issues. For instance, they might be provided flexible time opportunity to decide their own timings for their job, allowing them to work at their homes, allowing them the flexibility to choose a reward package as per their own needs etc. These sorts of flexibilities provide the employees more ease and they perform their best when they are at their ease and thus adding more productivity to the organization. Describe the need for flexibility and the types of flexibility which may be developed by an organization and give examples of how they can be implemented Every organization does a lot of effort in making a systematic and proper structure to increase the productivity and efficiency. In flexible organization, quality of work is determined by meeting understanding the requirement of clientele. Flexibility in organization can be any of the following mentioned categories. Skills flexibility Legal flexibility Location Flexibility Job Flexibility Work Hours Flexibility (Charlie, S, 2011) The most commonly practices type of flexibility is working pattern flexibility where employees are provided leniency in working hours. Examples of flexibility in workplace includes flex-hours, telecommunication, part-time work, project based work. Evaluate the advantages and disadvantages of flexible working practices from both the employee and the employer perspective Advantages of Flexible Working Practices Flexible working patterns induce employees to work more competitively. When employees are provided lenience from their employer they mentally get relaxed and manage the work the way they seem convenient and flexible. Flexibility also increases competitiveness in organization. Disadvantages of Flexible Working Practices Flexibility in organization often increases the training cost. Additional costs need to be spent on brining specialized management which can look after the flexible patterns of the organization. Apart from that, to certain extent, flexibility increases the job insecurity and reduces the career opportunities. Section 3 3. Determine the need for equal opportunities within the workplace: Describe the forms of discrimination that take place Discrimination at workplace takes variety of forms including from on job harassment to hiring and firing. There are number of laws and legislation formed to protect employees from getting discriminated at workplace such as American Disabilities Act, Civil Rights Act 1964, Age discrimination in Employment Act 1967 etc. some of the major forms of discrimination at workplace are given below: Age; Employers cannot discriminated the employee on the basis of age provided that the employee is under the legal age as per state’s employment law. Disability; As per American Disabilities Act, it is prohibited to discriminate employees on the basis of any physical disability. Gender; Many employers feel reluctant in hiring female candidates due to the issues related to them i.e. pregnancy etc. Yet, it is illegal to discriminate employee on the basis of gender. Religion; after the incident of 9/11, it became obvious to discriminate employees on the basis of religion which is prohibited under legislations. Citizenship; discrimination on the basis of nationality is also prohibited provided that employees are legally authorized worker of that country. Background/ Ethnicity; the discrimination on the basis of racial concerns raises huge problems for employees. In that case, employees must be considered on the basis of merit rather than of color, creed or ethnicity. Marital Status; many employers discriminate their employees because of their marital statues which is absolutely prohibited under the Federal Law. Review how the legislative framework and any proposed changes relating to discrimination in the workplace can be applied by an organization When employers do not take any action for discriminations occurring at workplace, the workplace environment becomes very uncomfortable for employees to work in. In this regard, employer can also be liable for law suit due to avoiding taking any action for discrimination. The steps which can be helpful in minimizing workplace discrimination include: Employers should work with business attorney in order to develop manual consisting of discrimination policies and procedures for employees. Manual needs to be as comprehensive as possible. It should cover all the federal and state laws. Manual needs to be revised each quarter in order to make any amendments. Managers and subordinates must be encouraged to ask questions and must be encouraged to take quarterly training. Diverse departments and work groups must be created throughout the company and equality and cooperation must be encouraged (Anderson, n.d.). By implementing these steps, employers can help in minimizing the level of discrimination at workplace which becomes nuisance for many workers. Explain a range of current initiatives and practices which focus on equal opportunities in employment Several governmental organizations have taken initiatives for promoting equal employment opportunities. Recently, AFTRA has also taken initiative for promoting equal employment opportunities. AFTA aimed to increase and ensure that equal employment opportunities are provided to every member including young performer, women, seniors, minorities, disabled people etc. In this regard, AFTRA has strengthened contracts (AFTRA, 2009). Another EEO program has also been designed by Vancouver City to promote equal employment opportunities. In those programs, they provide training to disable people as well as minorities. EEO is confidential and impartial resource, which provides assistance to people through its Staff and City Department in order to prevent harassment and ensure human rights are protected (Equal Employment Opportunity Program, n.d.). Compare and contrast equal opportunities and managing diversity Diversity and equality issues are both ethically required for organizations. Managing Diversity Managing diversity embraces on procedures, practices, policies, approached and attitudes at all the range of levels of organizations. Managing diversity helps in improving the effectiveness of organizations. Managing diversity differs from equal employment opportunity because managing diversity is all about organizing and managing a diverse workforce within the organization (Chartered Institute of Personnel and Development, n.d.). Equal Employment Opportunities EEO refers to providing opportunities to every individual in a righteous manner. EEO needs to be implemented by every organization in order to ensure that each employee gets legal and ethical right of getting employed. EEO differs from managing diversity because EEO refers to providing employment opportunities before an employee enters into the organization. After he gets appointed, then the internal environment of organization defines if he is being discriminated or not (Chartered Institute of Personnel and Development, n.d.). Section 4 4. Review workplace Welfare, Health, and Safety, best practice: Evaluate the effectiveness of current UK Health and Safety legislation. The main regulating body for Health and Safety regulations in UK is Health and Safety Executive (HSE). It provides an effective insight to the government as well as the law making bodies regarding the appropriate laws to be developed in respect of health and safety at work. There are different laws that incorporate the health and safety issues for the worker to provide them better working conditions. These laws are quite effective such that they have taken into consideration different aspects of health and safety at workplace. For instance, injuries, accidents, breathing problems, sight and listening abilities of workers, the working environment and other similar issues are mainly discussed and provided with appropriate guidance under those laws (Health and Safety Legislation, n.d.). Analyse the costs to a business of accidents in the workplace There are various kinds of costs that are associated with the workplace in case of any accident. The overall productivity of the organization suffers, the future of those employees victimized due to the accident comes at stake, the overall reputation and goodwill of the organization is hampered, the new candidates show reluctance in working at that workplace, employees demand higher salaries and benefits under working that environment, the government and other regulatory bodies keep a close eye on the organization after such accidents and other investigations keep going along with the organization. In short, the cost of an accident can be more severe even more than the actual cost of that accident at workplace. Discuss the benefits of an organisation adopting a modern approach to employee welfare So far as the benefits associated with the organization, they are quite meaningful as well as provide more value to the organizations. The modern day approaches implemented at workplace provide the organization a rather satisfied area in terms of health and safety for the workers. Potential candidates prefer such organizations which provide a decent working environment to them in which the chances of injuries are at their minimum. The overall impact of the organization on the society and the environment is appreciated by the social and other groups. These sorts of organizations are also provided with the assistance form the government and other private agencies in the form of financial aid and other infrastructural assistance. Other benefits associated with the implementation of modern approaches to workplace include a favourable response even from the suppliers, customers, loan providers and other related business stakeholders as they prefer to maintain terms especially with those organizations that provide safe and helpful working environment to the their workers which leads towards the betterment of society as a whole. Section 5 5. Explore topical human resource practices and issues: Explain performance management in practice Performance management is a key area of human resource practices such that it provides a mechanism to the organization to evaluate the performance of its employees effectively. It provides a roadmap to the organization make performance standards and encourage employees to achieve those standards. This gives employees a chance to perform better and obtain those standards thus making themselves eligible for the benefits associated with those standards in the form of promotions, increase in salaries and other fringe benefits. Overall performance management helps organizations to increase the productivity and allows employees to improve their performance to achieve handsome benefits from the organization. Critically evaluate different human resource practices in the workplace There are various human resource practices which can be observed at the workplace such as employee recognition, motivation, fair and just evaluation of their performances, providing them a knowledge sharing environment, allowing them to work in a decent environment where they can perform their task without any health and safety concerns, empowering the employees and allowing them to participate in their related matters etc. These practices are often considered as a burden by the most of the employers as they believe them to be less effective in increasing the overall productivity of the organization. Evaluate the impact of globalisation on issues such as human resource planning Globalization has created an environment where it has become difficult for the organizations to recruit the employees on the basis of favouritism. The employees now have the chance to work all over the world as the different sorts of biasness and discriminations related to workplace are relatively less effective. Globalization has provided the opportunity to the organizations to recruit any employee from anywhere across the world provided he/she possesses the best capabilities and the relevant qualifications. However, there are some issues attached with the globalization which are the differences in the cultural, linguistic and other related difference which can create conflicts between the employers and the employees in understanding each other. Review the impact of different national cultures and practices human resource professionals can employ to manage a culturally diverse workforce National culture plays a key role especially in creating a diverse workplace because of the cultural differences that the employees possess with them and bring them to workplace. Some national cultures believe in centralized basis for working, some prefer the decentralized working environment. In some parts of the world, employees prefer to work in their individual capacities and some of them work under collective basis. There are national cultures where formality at workplace is highly ensured; however, in some cultures a rather loose and informal style of working is preferred. Therefore, when creating a diverse workplace, the human resource professionals should analyse the cultural impact of the employees that they can enforce in the intended diverse workplace. Bibliography AFTRA, 2009. AFTRA's National Equal Employment Opportunity Initiative. [Online] Available at: http://www.aftra.org/1573284367254652AC81B36038FD69F4.htm [Accessed 23 April 2012]. Anderson, A., n.d.. How do I Prevent Discrimination in the Workplace. [Online] Available at: http://smallbusiness.chron.com/prevent-discrimination-workplace-2853.html [Accessed 23 April 2012]. Charlie, S, 2011. Flexible Organizational Structure. [Online] Available at: http://www.buzzle.com/articles/flexible-organizational-structure.html [Accessed 23 April 2012]. Chartered Institute of Personnel and Development, n.d.. Managing Diversity and Equal Opportunities. [Online] Available at: http://www.cipd.co.uk/NR/rdonlyres/8741116B-71CF-49B8-8822-4E396D579DF2/0/managing_div_eqOpp.pdf [Accessed 23 April 2012]. Equal Employment Opportunity Program, n.d.. City of Vancouver. [Online] Available at: http://vancouver.ca/eeo/ [Accessed 23 April 2012]. Health and Safety Legislation, n.d.. Healthy Working Lives. [Online] Available at: http://www.healthyworkinglives.com/advice/minimising-workplace-risks/health-safety-legislation.aspx [Accessed 23 April 2012]. Read More