Alina mihaela tancu managing human resources 2 done

Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com Table of Contents TASK 1: Understanding the different perspectives of human resource management..................................2 1.1-Adoption of the Guest Model of HRM at Harrods............................................................................2 1.2- Comparing the differences between Storey’s definitions of HRM, Personnel and IR practices, by reflecting the HRM practices at Harrods and choose a similar organization which has adopted Personnel or IR practices.........................................................................................................................3 1.3- Assessing the implications for line managers and employees of developing a strategic approach to HRM at Harrods......................................................................................................................................5 TASK2: Understanding the ways of developing flexibility within the workplace.......................................7 2.1- Explain how a model of flexibility might be applied in practice. Relate this to the Harrods and reflect your argument with examples.......................................................................................................7 2.2 – Types of flexibility which may be developed by the Harrods.......................................................10 2.3 –Assessing the use of flexible working practices from both the employee and the employer perspective of Harrods...........................................................................................................................10 2.4 – Discuss the impact that changes in the labour market have had on flexible working practices at Harrods..................................................................................................................................................11 TASK 3: Understanding the impact of equal opportunities within the work place....................................13 3.1 –

Forms of discrimination taking place at work place with special reference to Harrods..........13

3.2 – The practical implications of equal opportunities legislation practiced in Harrods.......................13 3.3 - Compare the approaches adapted by Harrods to managing equal opportunities and managing diversity.................................................................................................................................................14 TASK 4: Understanding approaches to human resource practices for the chosen organization.................16 4. 1- Methods of performance management adopted by Harrods...........................................................16 4.2 -The approaches to the practice of managing employee welfare in Harrods....................................17 4.3- Discuss the implications of health and safety legislation on human resources practices with special reference to Harrods..............................................................................................................................19 4.4- Evaluate the impact of one topical issue on human resources practices reflected in the case study and additional research of Harrods........................................................................................................20 Bibliography..............................................................................................................................................21

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TASK 1: Understanding the different perspectives of human resource management 1.1-Adoption of the Guest Model of HRM at Harrods

Figure: Explaining the Guest Model The guest model was developed by David Guest in the year 1997.This model shows how the activities related to the management of Human Resources and the strategies of the organization.

This model suggests that HRM should be used in a manner to make the employees highly committed to the organization and are of high quality. (Petra University, (n.d)) It is essential for the HRM to instil the trait of commitment towards the organization as it leads to enhanced employee participation, more contribution and co-operation.

High quality employees are those that are qualified in terms of their job requirements and causes maximum productivity. A coherent strategy devised to attain to get high quality employees will help getting the desired results. (Marsden, 2002) Guest Model at Harrods 

Qatar Holdings, the current owner of the Harrods are extremely commited to the well- being and the development of the employees.

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They believe in achieving high quality employees by engaing them keeping them well



motivated and satisfied According to Guest model , Harrods is putting stress on effective recruitment of the



employees that are suitable and skilled according to the job requirement Performance of the employees are given stress .Strategies are made to make the employees



perform to their full potential Harrods believes in developemnt of their employees and encouraging the building of long

 

term career Employee participation is encouraged ar Harrods Harrods are taking significant measures to retain their employees by making them satisfied at



their jobs Harrods according to the Guest Model are aiming at achieving ‘High quality employees’ (The Times, (n.d))

1.2- Comparing the differences between Storey’s definitions of HRM, Personnel and IR practices, by reflecting the HRM practices at Harrods and choose a similar organization which has adopted Personnel or IR practices According to Professor John Storey, HRM is a unique way of approaching the management of employment. HRM is based on achieving competitive advantage by means of strategic deployment to achieve a workforce that is highly efficient.

The techniques used to achieve a competent workforce may be structural, personal or cultural.

(Owen, (n.d)) 

    



The difference in Storey’s definition relating to HR practices and personal managemet are; Differences in strategic aspects The corporate plans that exists Differences in relation to the waysd labour is m,anaged How are the decisions taken and at what rate Management methods and actions How does the management behave when it comes to company values (Foot, 2005)

Intrinsic factors are responsible for employee motivation. Employees are motivated according to their different specific needs.

The needs can be; 3

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Of the emotion of feeling to do better Need of being a part of a group The desire to earn respect and appreciation Needs are not satisfied by only financial reimbursements.

The case study reflects incorporation of the Storey’s model at Harrods. Harrods gives importance to acknowledgement of physcological needs of its worforce.

Harrods believes that motivating employees is necessary and they are not just motivated by financial rewards. They yearn for appreciatiion for a kob well done, promotion, and a better organisational culture.

Roles and responsibilties of HRM at ASDA At ASDA the main role of the HRM is to recruit employees in order to deal with the issue of employee turnover.

They need to ensure that there is high retention of the workforce. At ASDA internal promotion is encouraged in order to ensure retantion and 70% of managerial positions are suggested to be occupied by internal promotion.

Thety provide work experience to students and have apprentivce programs. They treat all their colleagues with respect and fairly giving them excellent opporutinity to progress in their career.

Shift leaders and department mangers, logistics, sales and variety of roles are offered for an employee at Asda.

(Business Case Study, 2014)

Functions of HRM at ASDA 

At ASDA the functions of the HRM is to ensure recruitement of the employees having the right kind of customer service attitude 4

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Ensuring employee development and trainig Selection of employes via the online recruitment procedure of Asda in which the HR team is responsible for resume screening and calling the desired candidates for interview.

HRM at ASDA believes customer focus is the key to their organisation culture whereas Harrods aims developing a culture that is focused on the intrinsic motivational factors of the employees.It believes that motivated and satisfied workforce automaticaly delivers excellent customer service.

ASDA also has very nice HR strategy .But in contrast to Harrods HR strategies that is oriented according to the Storey’s model, ASDA gives more stress to excellent customer delivery.Harrods is primarily focusing on increasing employee engegement. (Business Case Study, 2014) 1.3- Assessing the implications for line managers and employees of developing a strategic approach to HRM at Harrods The development of a strategic approach to Human Resource Management at Harrods is a shared responsibility of the line managers and the employees.

Harrods has a democratic approach towards its HR strategies. The line managers at Harrods encourages employee participation and effective and free communication.

Harrods line mangers implies using continuous improvement by taking employees advice and encouraging their participation Employees at Harrods are trusted and respected Line managers are involved in employee development with full commitment. The managers have implications to; Talent identification -The line managers at Harrods are responsible for the identification of talent and training the talented workforce to be more qualified as their team members work directly under them they can better assess and identify talents and help their subordinated gain the skills that they lack.

Mentoring and coaching – The line mangers at Harrods act as the mentors and the coach of the employees and guide the employees who are fresh hires and have less experience. This is done at 5

Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com Harrods as the line mangers give constant feedbacks to the employees for job improvement and training to get the skills that they lack.

Feedback - In this manner the employees get relevant advice and support and the line mangers can interact with the less experienced employees and take structured feedback from them. At Harrods the line mangers are actively involved in giving feedback about their team members to the management.

Performance Appraisal – As the line mangers are with direct interface with their subordinates, they work with the HR department in the performance appraisal of their team members.

Networking and relationship building - A line manager also enhances their skills this way and builds strong interpersonal relationships. Harrods encourages building network as there are regular meetings in which managers share their views and ideas. (Business Case Study, (n.d))

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com TASK2: Understanding the ways of developing flexibility within the workplace 2.1- Explain how a model of flexibility might be applied in practice. Relate this to the Harrods and reflect your argument with examples A work culture that encourages flexibility is one where there is creativity and more productivity.

A flexible model attracts great talents.

The model of flexibility The core and periphery workforce model (Atkinson 1984) for Harrods This model talks about the Core Group that includes the primary workforce in organization that can give functional flexibilities. The first peripheral group can give numerical flexibility that enables meeting the demands of the products and services of the organization. The second peripheral group is composed of workforce of short time period that do multiple tasks and can be part time workers and are involved in job sharing. An organization can also use subcontracted workforce and outsource the work that they are not good in doing at suppose Harrods can outsource their business analytics to a business consultancy.

At Harrods this model can be applied as they have hiring of work force for short duration that is of the second peripheral groups to meet the high labor demand in busy seasons such as Christmas. They also outsource their marketing and analytics to outsource agencies and use sub contraction.

Handy’s Shamrock Organization 1996 for Harrods

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This model talks about the structure in the organization wherein contracts from outside are responsible to support the core executives of the business. The Shamrock leaves represent the organization where there are the types of workforce namely; 

The professional core - this include the staff that have high skill sets and are part of the



top management.

Contractual Frindge – this includes the individuals or organization supplying their



specialized services to the organization.

Flexible workers – this includes the consultancies and other such part of the workforce that has flexibly and work with commitment towards the organization (Handy, 2002).

The professional core of Harrods is the top management team of the Harrods. The Qatar agency hires highly skilled and experienced top management staff that is visionary leaders.

Harrods has contractual fringe with their distributors and marketing agencies that offer their services to the organization. It has flexible workers in the form of the licensees that work after obtaining the store licenses.

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com The types of flexibility in organisation Functional – this is the flexibility that is given to the core workforce that works in the organisation permanently. They have high skillsets and so can be put in a number of tasks.

Numeric – this is the flexibility in hiring and lying off workforce according to the needs of the organisation. The peripheral employees, and sub contracted have this type of flexibility.

Temporal – this includes the adjustment of the hours of working and the work timings according to the needs of the business. This requires workforce of both core and peripheral types.

Benefits of applying a model of flexibility; 

In a flexible model employees are not imposed to do things and they are treated with

 

respect.

This enables having employees that work with the organization and not for it.

Work place flexibility will help building high morale in Harrods employees. There will be



reduced turnover which is a big concern for Harrods.

Work place flexibility can make Harrods employees a sense of self control and not being



over powered or controlled by the organization they work for.

Flexibility is a strategy and not just a benefit for the employees as; Harrods can user this strategy for attracting and retaining talent pool. (Biro, 2013)

Harrods take temporary cover for certain months for an employee at sick or maternity leave.This enables qualified individuals looking for short term employment join the roles and the existing employees to be relieved of additional pressure when they are not in the physical state to work anymore. (Flex Jobs, (n.d)) 2.2 – Types of flexibility which may be developed by the Harrods.

Harrods employees can balance their personal as well as work life if the organization gives the employees an option to work from home in situations they cannot come to the work place.

Workplace flexibility also define how the employees perform their taska and duties along with shaping their careers.

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com Flexible work place culture at Harrods helps the organisation to distribute the duties and responsiblities to its employees evenly and fairly.

Types of flexibilty practiced at Harrods Harrods offers many flexible jobs to the employees such as Full time Freelancer jobs as Supply Coordinator This is a job for 12months that has 39 working hours in a week.

Lead Interior Designer at Harrods is another full time free lance job at Harrods Types of flexibilty that can be developed at Harrods Harrods can use telecommuting and increase profitability by saving on supplies. If it encourages on a daily basis a certain number of employees to have the freedom to work anywhere and anytime it can save lots of resource and cost to the company. By this freedom an organizational can get a global talent pool.

The changing of shift hours in Harrods that requires employees to work in different working hours can help sourcing employees that are qualified and desired for all the work processes.

Harrods can give their off the floor team the flexibility of to work if feasible at their preferred locaitons.This can be achieved by giving them company’s software enabled laptops, mobile devices etc.

Harrods can implement annualized hours to increase the flexibility at the work place.

Job Sharing and phased retirement can also be implemented at Harrods.

Tele- communting is gaining prevalence in all organisations.

Part time and part year employment provisins can also be included.

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com 2.3 –Assessing the use of flexible working practices from both the employee and the employer perspective of Harrods Flexible working practice is beneficial from both the employee and employer perspective.

Flexible work culture can be used by the employer to tap potential labour who cannot work in rigid work conditions at Harrods.

Harrods can use the model of working at home to avoid and eliminate excessive costs that companies bear by establishing a full facility office, rent of office space, expenses for office administration, the costs incurred for management of personnel.

Harrods uses part- year employment practices that are again a cost saving strategy for the company. As the company do not have to spend too much on full time employee benefits such as health covers and benefits, cost on insurance schemes and retirement benefits.

Wage rate are also determined based on the time and hours of work and the patterns employee work using the advantage of flexible work place culture.

2.4 – Discuss the impact that changes in the labour market have had on flexible working practices at Harrods Harrods by encouraging flexible work culture are allowing individuals to take up part time jobs with them. Employees have the option to take up more than one than one job or even study and work efficiently as well. The change that has occurred in the labour market by the flexible work practices has proved much more cost efficient to organizations. The business expenditure has become quite low as compared to earlier times when the work culture was very rigid and people had no liberty of working with flexibility.

UK government also plays a fundamental role in bringing about this flexible work environment revolution.

Government norms ensures that employees can work for as long as they desire and not just mothers but even fathers are entitled to paternity leave after the delivery of their child.

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com Government facilitates and encourages the provision of flexible retirement age ensuring that employees can continue working as long as they desire.

For making the work environment flexible Government has added the provision of additional maternity leave and even pay. (Skills, 2014) It is essential to regulate the flexible work conditions, this regulation is done by Governemnt by imposing minimun wage regualtions, employment protection, and work conditions. (Rodgers, 2004) This practice is responsible to bring flexibility of wage, work hours and employment protection at Harrods.

This change that flexible work culture has brought about has also influenced Harrods, as it encourages flexibility.

With the technological development mobile commuting is been practiced at Harrods with ease and efficiency.

Harrods is engaging global talent from different cultures who have the facility to work with the company in even flexible shifts after completing the work at another job in main shifts.

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TASK 3: Understanding the impact of equal opportunities within the work place 3.1 –

Forms of discrimination taking place at work place with special reference to

Harrods Discrimination at work place is of common occurrence. It occurs on the instances when the employers do not give certain facilities or the opportunities to the employees. This discrimination is biased on not based on the qualification or the merit of the employees. Many a times it so occurs that employees are discriminated on the basis of their ages and their ages. Religious biasness also occurs. Sometimes female employees are discriminated on the basis of being married when there is a general misconception that married women cannot create a work – life balance and they are discriminated.

Examples of discrimination at Harrods was at an instance under section 7 – Race Relations Act 1976, two of the employees of Harrods were to file a case as both of the ladies were license owners at Harrods and were responsible for a particular department, Mrs. Remick (black) and Mrs. Seeley (Asian) lost their license of Harrods on grounds that Mrs. Remick does not follow her dress code and Mrs. Seeley wore a nose ring. (Hanlon, 1997) Melanie Stark a Harrods staff refused to wear make up all the time and was to sue Harrods under Equality Act. (Davies, 2011) 3.2 – The practical implications of equal opportunities legislation practiced in Harrods Equal opportunities have many implications in Harrods.

This legislation ensures that Harrods constantly keep in check its HR activities focused at no discrimination of the employees based on caste, gender, colour or creed.

It has to maintain a legal department that ensures that the legislation is not violated by the company’s code of conduct. This is an additional cost to the company.

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com This legislation has implications that if one any circumstance the company fails to comply with the legislation the employees might sue it and it may not only bear additional costs of litigation but also defame it.

The compensation that the company has to pay on violating this legislation may be    

Monetary For injuring the feelings of the employee Aggravated compensations For personal injury (Browne Jacobson, (n.d))

Examples of the implications of the legislation at Harrods would be Melanie Stark, who was a sale assistant at Harrods, had to resign on the grounds that she did not wear make-up. She was sent home and then her job location was changed from the HMV department to the store room. Melanie resigned from her position at Harrods.

Riam Dean was a Harrods employee who had a physical disability and had one prosthetic limb, was discriminated and made to work in the stockroom on the grounds that she was a misfit in the floor because of her look. (Simpson, Stephen, 2011) 3.3 - Compare the approaches adapted by Harrods to managing equal opportunities and managing diversity It is important that organizations stress on managing the practice of equality and diversity as people of different origins and beliefs work together. Harrods employs human resources around the globe leading to global diversity. Harrods give equal opportunity to individuals of different geographic locations to be a part of the organization.

Harrods give equal opportunity to people regardless of any gender biasness .Both male and female can be a part of Harrods management team. The only requisite in hiring is people with the right skill and right attitude.

The case study indicates that all employees at Harrods are given equal opportunity to give their views and opinions on things and provide feedbacks.

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com The flexible working conditions at Harrods is also oriented at providing equal employment opportunity to all the employees and the freedom to work freely and according to personal preferences regarding the time and place of work. (Case study for Managing Human Resource) Harrods once paid ÂŁ1,800 to an intern who was working for Harrods for three months unpaid as by mistake she was stated a volunteer. This was done one the basis of Harrods policy of equal opportunity. The intern was paid in accordance to the minimum wages act. (Equality Law, 2012) Harrods is commited to provide equal employment opportunities to all and n ot discriminate its employees on the basis of gender, race, colour, marital status or physical disablility. Harrods give cosidertions to the applicants who have any disability and lays stress to the qualification, and skill sets only. (Harrods, 2014)

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com TASK 4: Understanding approaches to human resource practices for the chosen organization 4. 1- Methods of performance management adopted by Harrods Harrods understands that the employees are the face of the company and employs various methods of performance management of its employees.

Harrods keep the employees informed and train them regularly so that they gain the aptitude and the skill sets to perform best.

Methods of performance management Talent Spotting – Harrods use this method to spot individuals who can contribute significantly to the organisation and give them opportunity to shoulder more responsibilities and ensure career and personal growth and development. Such programs motivate employees to perform better and push to high performances.

Flatter organisation – adoption of a flatter organisational structure has caused more opportunities to individual employees to grow and develop their skills in the organisation and perform better. This has enabled job satisfaction.

Harrods rewards for Excellence – Harrods give financial and non- financial rewards to the top performers in various departments. In this a gala ceremony like Oscar is conducted and the employees are rewarded and applauded for good work .This serve as an initiative for employees to work better and perform better.

Career development is another important aspect Harrods lays stress in.

Harrods focuses on encouraging and involving employees for a participative relationship as the company realizes that if all levels of management gets involved in decision making it leads to better and enhanced growth of the company.

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com To promote the performance growth Harrods is changing their organizational structure. A flatter structure encourages employee participation and their enhanced performance.

Communication at Harrods has improved after the takeover has changed the direction of decision making positively employees can inform their line managers the course of their action each day, the managers an advise them and improve their performances.

The business model and the brand value are communicated to the employees so that they perform accordingly.

Feedbacks on how Harrods should function help improving performance furthermore.

Employees at Harrods are trained regularly. New hires are trained intensively.

Mentoring and coaching the employees is another performance improving tool. Mentors keep advising and training the less experienced employees on the job by interactions. It helps to improve the performance of the mentors by instilling leadership qualities in them as well as enhanced performance of the new hires also.

Regular networking of the managers help them take decisions to enhance the performance. (Case study for Managing Human Resource) 4.2 -The approaches to the practice of managing employee welfare in Harrods.

Harrods has a better management structure and gives their employees benefits oriented towards their welfare.

Harrods aims to make itself a great place to work by giving the employees all the financial and non –financial rewards and opportunities of growth and development. Employees at Harrods are willing to work extra mile for their organisation as Harrods has been sacksful in establishing itself as an organisation that cares for the welfare of the workforce.

It has a scheme of giving rewards and incentives to the employees. At HARRODS the Talent Spotting Program and the Reward for Excellence signifies that the employees are well rewarded

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com for working and performing better. This serves as an initiative to work better and constant improvement.

It has make a nice pay package for all its employees that includes good pay scale, discounts to the employees and working to make a good and better environment and work culture. Employees are entitled to discount on business clothing, travel and get gifts on marriage, domestic partnerships and the flexible arrangement enables them to ensure work –life balance. They practice better work schedules that lead to better work- life balance for the employees.

Employees and teams are entitled to bonuses and commission for meeting the sales target. This encourages them to meet the targets and work on making as much sales as they can. These schemes keep the staff motivated and happy.

Harrods encourage employees to build improved and better communications and provide regular feedbacks so they feel they are always heard. By having a participative culture employees feel as valuable assets to the organisation where their opinions and beliefs matter. (Business Case Study, (n.d)) HRM department at Harrods implements many strategies to practice and foster employee welfare.The EmploymenT Relatons Team at Harrods manage issues that affect the employee well being and are committed to seek enhanced employee performance unaffected to the work place negativitie s such as grievances against the firm etc. Harrods has a pension scheme priented towards providing welfare to employees effectively after reirement.

HRM of Harrods is quick to respond to problems of the employees and promote their welfare.

Emloyee benefits at Harrods; Harrods gives their employees interest free loans for season tickets to help them incur the cost of traveling for getting gto the workplace.Harrods employees are entitled to an allowance on business clothing of 50%

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Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com Harrods employees are rewarded with holiday packages on showing loyalty to the organisation.

Employees can take off for their birthdays and that will be a paid leave, also birthday clebration at Harrods takes place efficiently Employees serving Harrods for more than 5 years are entitled to a wedding or civil partnership gift.They are entitled to discounts on products and services.They get paid offs to take part in charitable events (Harrods, 2014) 4.3- Discuss the implications of health and safety legislation on human resources practices with special reference to Harrods It is the duty of the HR professionals to ensure the health and the safety of the employees of the organization.

The organizations should implement safety measures to prevent injuries and health hazardous at work place.

Employees and the managers should work together to ensure health and safety.

HR should encourage employees to report to the management if any safety or health related practices are violated The HR practices should be focused on hiring candidates who care about the wellbeing of themselves and everybody else at the work place.

If safety and health precautions are met the firm benefits in reducing the number of absenteeism and onus of bearing employee injury costs Employees should be trained to address injuries and hazardous such as first aid training, fire drill, training to meet a situation of emergency.

Regular health check-ups of all the staff should be organized by the organization (Canadian Centre for Occupational Health and Safety, (n.d)) Member of Fire, Health and Safety team is responsible to ensure complete safety across company. Members conduct a variety of training courses for employees relate to fire safety, 19

Call Us (+61) 450 214 312,+44-7497786317 www.cheapassignmenthelp.com handling, first aid etc. Daily inspections, assessment of risks, department and building checks take place at Harrods to ensure that safety and health of employees are not at stake due to any negligence.

Department at Harrods are trained to respond situations of emergencies that includes accidents.

The Harrods staffs are trained to lead evacuation at the time of fire or other emergencies.

Harrods works with Royal Borough and Chelsea Environmental Health team to ensure health and safety of their employees. (Harrods, 2014) 4.4- Evaluate the impact of one topical issue on human resources practices reflected in the case study and additional research of Harrods Employee voice Employee voice is the practice of two way communication process in an organization between the organization and the employee. In this process the employer communicates to the workforce and listens to their suggestions and includes them in the process of decision making.

This topical issue is practiced at Harrods as suggested by the case study. Harrods follow a flatter organization structure with a participative culture. Employee voice is encouraged and employees are included in the process of decision making and giving feedbacks.

Harrods lays great stress in the development of a better organizational culture by having the EMPLOYEES VOICE their opinions.

Harrods encourages employee empowerment and participation. Employees are encouraged to express their views and opinion freely to the management so that there is no existence of any communication gap. The case study clearly shows that the current leadership style of Harrods is participative and democratic. Aim at maintaining a better culture.

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