Reference no: EM131852717 , Length: 4000 Words

Aim
The aim of this unit is to develop an understanding of the theory and practice of human resource management focussing on current human resources practice and the impact of topical issues and legislation.

Objectives
1. Understand the different perspectives of human resource management
2. Understand ways of developing flexibility within the workplace
3. Understand the impact of equal opportunities in the workplace
4. Understand approaches to human resources practices in organisations.

Learning Outcomes

LO1 Understand the different perspectives of human resource management
1.1 Explain Guest's model of HRM
1.2 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

LO2 Understand ways of developing flexibility within the workplace
2.1 Explain how a model of flexibility might be applied in practice
2.2 Discuss the types of flexibility which may be developed by an 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

LO3 Understand the impact of equal opportunities within the workplace
3.1 Explain the forms of discrimination that can take place in the workplace
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

LO4 Understand approaches to human resources practices in organisations
4.1 Compare different methods of performance management
4.2 Assess the approaches to the practice of managing employee welfare in a selected organisation
4.3 Discuss the implications of health and safety legislation on human resources practices
4.4 Evaluate the impact of one topical issue on human resources practices.

Assignment 1: Topical issues on Managing Human Resources

Purpose of this assignment

The aim of this assignment is to assess understanding of the theory and practice of human resource management focussing on current human resources practice and the impact of topical issues and legislation. The assignment sets the scene by looking at the different theoretical perspective of human resource management and exploring the differences in these approaches. The assignment will assess changes in the labour market, and the increasing demand from employees for a more manageable work-life balance and the development of much more flexible working practices.

Task 1: Essay
In this task, you are required to show an understanding of the different perspectives of human resource management.
Professor David Guest and Professor John Storey has been one of the biggest contributors to human resource management (HRM). The different perspectives/approaches to HRM and the models proposed by these authors has been highly recognised by academicians and industry professionals alike in contributing to the human resource, personnel management and industrial relations issues.

In this task you will be required to carry out further research on the work of these authors and applying to your organisation or any other suitable organisation to address the following questions.

Answers without application to a chosen organization will be marked as resubmission.
LO1 (AC1.1, AC1.2 and AC1.3)

Required
1.1. Explain Guest's model of HRM as applied to the organisation of your choice.
1.2. Using an organisation 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 any organisation of your choice.

TASK 2 : Topical Issue
In recent years the government has begun to acknowledge the importance of work-life balance issues by introducing a variety of laws to support employees. The concept of work-life balance, of which flexible working is a part, is that if people could improve the balance between the demands of their work and the demands of their home life they would 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).

For this task, you will be required to demonstrate understanding of the ways of developing flexibility within the workplace
Answers without application to a chosen organization will be marked as resubmission.
(LO 2 AC 2.1, AC 2.2 and AC 2.3 and AC 2.4)

Required
(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.

TASK 3 : Topical Issue
In recent years there has been many cases of employees bringing charges against their employers for discrimination in the workplace. During the period from 1 April 2014 to 31 March 2015, 61,308 claims were raised. The highest sum awarded by the Employment Tribunal in 2014-2015 was £557,039 and was awarded in a sex discrimination claim. High awards were also made in claims arising from unfair dismissal claims, race discrimination claims and disability discrimination claims.
Considering the trend and implications, employers are becoming more concerned and are looking at ways of dealing with this issue.
Answers without application to a chosen organization will be marked as resubmission.
(LO 3 AC3.1, AC3.2 and AC3.3)

Required
(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 discrimination cases 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 examples from a selected organisation and discuss the similarities and differences in their approaches to managing equal opportunities and diversity.

Scenario for Task 4.1
Managing employees' performance is a continuous process. It involves making sure that the performance of employees contributes to the goals of their teams and the business as a whole. The aim is to continuously improve the performance of individuals and that of the organisation. Good performance management helps everyone in the organisation to know: what the business is trying to achieve, their role in helping the business achieve its goals, the skills and competences they need to fulfil their role, the standards of performance required, how they can develop their performance and contribute to the development of the organisation, how they are doing and when there are performance problems and what to do about them.
(LO4 AC 4.1, AC 4.2 and AC 4.3)

Required
4.1 Select an organisation you work or have worked for, identify and compare the performance management methods used.

Topical issue for tasks 4.2, 4.3 and 4.4

Well-being has become an increasingly significant element of public policy in the UK. In 2010, the Government launched its National Well-being Programme to measure the quality of people's lives and the Office for National Statistics (ONS) now produces annual figures on the 41 headline measures of national well-being. Since the Professor Dame Carol Black review in 2008, the role of employers in boosting the health of the working-age population 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 on the 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' whereby employers can demonstrate their commitment to the health and well-being of their workforce through self-assessment standards - this is supported by a regional network of health and well-being co-ordinators.

Required
Considering the significance and importance placed on health and well-being in the workplace

4.2 Assess the approaches used to managing employee welfare in your organisation

4.3 Discuss the implications of health and safety legislation on human resources practices

4.4 Evaluate the impact of another topical issue on human resources practices.