"Task 11.1 Explain guest’s model of HRM as applied to the organization of your choice.This model was developed by David Guest in the year 1987.He argues that the HRM in UKshould include policy designing and practices to achieve the four main outputs i.e. StrategicHRM, HRM Practices, HRM Outcomes, Behavior outcomes,performance and financialoutputs. As per guest, these four HRM aspects will be able to bring the desirable output of theperformance, cost minimization, finding solutions for the different types of problems etc.while reducing in employee absenteeism and employee turnover. Guest model of HRMfocuses to differentiate between personnel management from human resource management. As per guest, HRM is different from traditional approach of personnel management. Humanresource management focuses more towards the employees of the organization as a wholeand it is aims more towards commitment whereas personnel management is more practicaloriented approach. Guest model majorly focuses more on the individual personnel needs. Asper guest, Human resource management is far ahead recruitment and selection, training of theworkforce and he considers the employees as assets for the organization which is require tobe managed well in the organization that results in achieving the organizational goals moreeffectively. (HRM Guide, 2017)4 At Harrods, this model is implemented at workplace for organizing various employeeengagement programs. The organization knows the importance on both hard and soft HRMand has applied the six dimensions of this model in their organization.The financialoutcomes is only achieved under hard HRM by Harrods, and if the manager implements thesoft HRM then only the employee needs will be taken into consideration along with theorganizational requirements. At Harrods, the HRM department ensures that they utilize theemployee’s strength in the most efficient manner to bring the best outcomes because itfocuses on individual needs of employees as well and not only financial outcomes. Harrodsalso concentrate on proper mentoring of the employees and identifies various talents availablewithin the organization that gives them advantage over their rivalry. It also organizesemployee feedback in order to understand the properly the needs of the employees. (Guest,2011)1.2 Compare the differences between Storey’s definitions of HRM, personnel and IRpractices.HRM is a distinguishing tactic to employment administration which seeks to achievecompetitive benefit through the tactical positioning of a highly dedicated and proficientworkforce, using an array of cultural, structural and personnel techniques. (Storey, 1995)Personnel Management is an administrative function of an organization that exists to providethe personnelneeded for organizational activities and to manage the general employee- employer relationship.5 (Source:https://www.google.co.in/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&ca d=rja&uact=8&ved=0ahUKEwjox56ZjpXTAhVGqY8KHfazCjAQjRwIBw&url=http%3 A%2F%2Fwww.authorstream.com%2FPresentation%2FaSGuest135345-1422127- difference-between-personnel-management-and- hrm%2F&psig=AFQjCNFzHCzGJJo7haBxReGK9j7FeBmpwQ&ust=149174946834131 6)These basic differences also apply to personal and IR and HRM departments of ToyotaMotor Corporation.1.3 Assess the implications for line managers and employees of developing a strategicapproach to HRM of Toyota Motor.One of the most crucial resource subject for any organization is to homogenize is HRpractices on a global level. It should be made up of a set of strategies that are in sync with thecorporate plan and the organizational strategy. Any company’s main determination is toalways make sure that they are always are front runners in case of innovation, qualitymanagement and reduction of cost. The HR needs to be very clear about the kind ofcommitment required for the job (Armstrong 2006).The central or main choice is to be made between low and high commitment policies. If thefirm has a reasonably uncomplicated environment and uses simple technology then it is6 "