"1.8 Assignment briefUnit 22 Managing Human ResourcesUnit code F/601/1268Unit type OptionalTerm Start date 12/09/2016Assignment/hand-out date 26/09/2016Deadline/hand-in date 20/11/2016Assignment title Topical issues on Managing Human ResourcesThe suggested overall word count for this assignment is 4000 - 5000 wordsWord countand no learner will be penalised for producing work outside this limit butshould ensure their word count allows them to meet the assessment objectivesPurpose of this assignmentThe aim of this assignment is to assess understanding of the theory and practice of human resource managementfocussing on current human resources practice and the impact of topical issues and legislation. The assignment setsthe scene by looking at the different theoretical perspective of human resource management and exploring thedifferences in these approaches. The assignment will assess changes in the labour market, and the increasingdemand from employees for a more manageable work-life balance and the development of much more flexibleworking practices.Task 1 In this task, you are required to show an understanding of the different perspectives of human resourcemanagement. Professor David Guest and Professor John Storey has been one of the biggest contributors to human resourcemanagement (HRM). The different perspectives/approaches to HRM and the models proposed by these authors hasbeen highly recognised by academicians and industry professionals alike in contributing to the human resource,personnel management and industrial relations issues. pg. 9 0516 In this task you will be required to carry out further research on the work of these authors and applying to yourorganisation or any other suitable organisation to address the following questions. Answers without application to a chosen organization will be marked as resubmission.You are required to; 1.1. Explain Guest’s model of HRM as applied to the organisation of your choice.1.2. Choosing two organisations of your choice, compare the differences between Storey’s definitions of HRM,personnel and IR practices.1.3 Assess the implications for line managers and employees of developing a strategic approach to HRM for anyorganisation of your choice.TASK 2 :Topical IssueIn recent years the government has begun to acknowledge the importance of work-life balance issues by introducinga variety of laws to support employees. The concept of work-life balance, of which flexible working is a part, is that ifpeople could improve the balance between the demands of their work and the demands of their home life theywould be more satisfied at work and be more productive. Getting the balance wrong can mean health can suffer,work is less productive and relationships – both at work and home – begin to deteriorate (UNISON, 2014).Forthis task, you will be required to demonstrate understanding of the ways of developing flexibility within theworkplaceAnswers without application to a chosen organization will be marked as resubmission.You are required to; (use your own workplace or any other familiar organisation as the basis for your answer)2.1 Explain how a model of flexibility might be applied in your organisation. 2.2 Discuss the types of flexibility which may be developed by your organisation.2.3 Assess the use of flexible working practices from both the employee and the employer perspective.2.4 Discuss the impact that changes in the labour market have had on flexible working practices.pg. 10 0516 TASK 3 :Topical IssueIn recent years there has been many cases of employees bringing charges against their employers for discriminationin the workplace. During the period from 1 April 2014 to 31 March 2015, 61,308 claims were raised. The highestsum awarded by the Employment Tribunal in 2014-2015 was £557,039 and was awarded in a sex discriminationclaim. High awards were also made in claims arising from unfair dismissal claims, race discrimination claims anddisability discrimination claims.- See more at: http://www.morton-fraser.com/knowledge-hub/employment-tribunal-awards-statistics-2014- 2015#sthash.nCVP2i0m.dpufConsidering the trend and implications, employers are becoming more concerned and are looking at ways of dealingwith this issue.Answers without application to a chosen organization will be marked as resubmission.You are required to; (use your own workplace or any other familiar organisation as the basis for your answer)3.1 Explain the forms of discrimination that can take place in the workplace using examples of recent discriminationcases which has made the news.3.2 Discuss the practical implications of equal opportunities legislation for an organisation.3.3 Compare the approaches to managing equal opportunities and managing diversity. You should give examplesfrom a selected organisation and discuss the similarities and differences in their approaches to managing equalopportunities and diversity.Task 4.1Managing employees’ performance is a continuous process. It involves making sure that the performance ofemployees contributes to the goals of their teams and the business as a whole. The aim is to continuously improvethe performance of individuals and that of the organisation. Good performance management helps everyone in theorganisation to know: what the business is trying to achieve, their role in helping the business achieve its goals, theskills and competences they need to fulfil their role, the standards of performance required, how they can developtheir performance and contribute to the development of the organisation, how they are doing and when there areperformance problems and what to do about them.You are required to;4.1 Select an organisation you work or have worked for, identify and compare the performance managementpg. 11 0516 methods used.Tasks 4.2, 4.3 and 4.4: Topical issueWell-being has become an increasingly significant element of public policy in the UK. In 2010, the Governmentlaunched its National Well-being Programme to measure the quality of people’s lives and the Office for NationalStatistics (ONS) now produces annual figures on the 41 headline measures of national well-being. Since theProfessor Dame Carol Black review in 2008, the role of employers in boosting the health of the working-agepopulation has gained significant recognition. The National Institute for Health and Clinical Excellence (NICE)provides a framework of guidelines to support people’s health and well-being, including one specifically focused onthe workplace, ‘Workplace policy and management practices to improve the health and well-being of employees’,published in June 2015 (NICE 2015). In addition, in England there is a ‘Workplace Well-being Charter’ (http://www.wellbeingcharter.org.uk/links.php) whereby employers can demonstrate their commitment to the health andwell-being of their workforce through self-assessment standards – this is supported by a regional network of healthand well-being co-ordinators.Source: http://www.cipd.co.uk/binaries/health-well-being-agenda_2016-first-steps-full-potential.pdfRequiredConsidering the significance and importance placed on health and well-being in the workplace4.2 Assess the approaches used to managing employee welfare in your organisation4.3 Discuss the implications of health and safety legislation on human resources practices4.4 Evaluate the impact of another topical issue on human resources practices.pg. 12 0516 "