human resource management-assign 3

8/15/2019 Human Resource Management-Assign 3

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olicies

3rganisational +o! design

olicy formulation and

implementation4management of change

Recruitment selection

and sociali"ation

Appraisal training and

development

Manpower flows - through up and out of the organisation

Rewards systems

5ommunications systems

HR outcomes

,trategic

lanning4implementation

5ommitment

6le&i!ility4adapta!ility

7uality

3rganisational outcomesHigh +o! performance

High pro!lem solving

,uccessful change


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8ow turnover

8ow a!sence

8ow grievance level

High cost-effectiveness

(Adopted diagram from uest $**9)

#he model highlights the !elow key points2

8inking to the strategic management of an organisation (Bloisi /00:)

,eeking commitment to meet organisational goals and ;uality of work

6ocussing on the individual needs rather than the collective workforce to

decrease turnover and a!sence

%na!ling organisations to devolve power and !ecome more fle&i!le

6ocussing people as an asset to !e positively utilised !y the organisation

(Bloisi /00:).

$./ Review the differences !etween ,torey's definition of HRM and

personnel and


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managers play a crucial role in making strategies for HRM !ecause they

are responsi!le for e&ecuting HR practices at the workplace (>ehles et.

al. /00?).


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identify particular training needs. #hen HR training specialist will !e

called up to actually deliver the training program. #he HRM should do

the following for managers and employees regularly otherwise !usiness

o!+ectives will not !e met in the long term.

roviding training for such as pro!lem solving decision making and

change management

5reating positive environment

roviding feed!ack and counseling on the options availa!le to

accomplish particular task4program with timely and professional manner

roviding assistance with timely manner

,upportive attitudes shown !y the HR teams

5olla!orative relationship !etween line manager and HR team to effect

needed action.

/.$ Review and e&plain a model of fle&i!ility and show how this might !e

applied in practice (). ,how how the case company might identify and

apply this model to solve their workforce issues (M$).

6le&i!ility refers to ad+ust and deploy the skills of its employees to match

the skills re;uired !y its changing workload and production methods.

rofessor 5hai 6eld!lum said @Ce !elieve workplace fle&i!ility is good

for employers and employees so it's worth the effort to get it right for

employers and employees@ (urchiek /00*). HRM can design a +o!where employees can work with fle&i!ility considering the issues such as

scheduling of hours work such as nontraditional start and end times= the

amount of hours worked such as +o! sharing phased retirement and part

time work= the place of work such as a remote location or home= and

changing work hours over the month or through the year depending on


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the demands of the +o! such as working more hours during !usy periods

and taking time off in ;uiet times. Review and e&plain a model of

fle&i!ility and show how this might !e applied in practice () ,how how

the case company might identify and apply this model to solve theirworkforce issues

Corkforce fle&i!ility increases productivity and +o! satisfaction.


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provided to its customers operating a customer satisfaction online or

postal survey. #hese resources can !e used to train staff as well.

/.$ Review and e&plain a model of fle&i!ility and show how this might !e

applied in practice () ,how how the case company might identify andapply this model to solve their workforce issues. (M$)

/./ escri!e the need for fle&i!ility and the types of fle&i!ility which may

!e developed !y an organisation and give e&amples of how they can !e

implemented (:).

#he employees need for fle&i!ility at workplace. As a result they can

work !etter and more productive way than others. #he need for fle&i!ility

at work place is given !elow2

employees can look after children at home or spend more time with

children and can reduce childcare cost

older workers could remain longer if num!er of hours are reduced

makes positive difference in retention and stress among lower-wage

employees than their more advantaged counterparts

increases moral +o! satisfaction and higher level of engagement

(rucker /0$0)

decrease stress or turnout

attract talent people in the organisation

reduce consumption of employee commuting time and fuel costs.

6le&i!ility can !e different types such as fle&time- allows employees to

select their starting and ending time within a range of hours reduced

time fle&-leave- allows time off during the workday to address personal


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and family issues and fle&-career- allows multiple points for entry e&it

and re-entry.

A company like British as needs to decide the scope of fle&i!ility and

make a plan considering all possi!le options for fle&i!ility at workplace.#he company can implement fle&i!ility in the following ways2

develop a !usiness case looking at compara!le companies like nower

%6%nergy and ,outhern %lectric and their e&periences with fle&i!ility

(6riedman . %. /0$0)

reviewing e&isting and past programs and company policies to see how

well they are working and what needs improving

determine fle&i!le work options negotiate with employees if possi!le and

review.

introduce a pilot scheme to see how they work !efore fully implementing

them

help supervisors and managers to learn new ways of managing

including how to solve pro!lem and look for win-win solution (6riedman/0$0).

/.1 %valuate the advantages and disadvantages of fle&i!ility working

practices from !oth the employees and the employer perspective (?).

6le&i!ility is a management tool that can !enefit employers and

employees !ut it may not !e welcomed !y all employees of an

organisation. Research shows that 9DE of respondents reported that

having access to fle&i!le work options contri!utes to their success asemployees to a moderate or great e&tent (itt-5atsouphes /00*). ,o

fle&i!ility should !e applied creatively and it works !est when all

employees and customers are involved in the process of developing

fle&i!ility.


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Advantages

6le&i!le workplace helps organisation - if employers and employees get

fle&i!ility while they take decisions they can do much !etter way andcan save a lot of cost and !ring a lot of revenue for the !usiness.

6le&i!ility in workplace help the employees - providing fle&i!ility like

working from home and limited employment could ensure that

employees are at their optimum working level.

Disadvantages

8ower wage workers are more likely to report that using fle&i!ility will

negatively affect their advancement (Richman /00?)


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Review the effectiveness of the policy and identify practices that may

lead discrimination

Advise and take swift action if it is e&pected that discrimination is taking

place

Make arrangement so that employees can make complaint easily

regarding any issue of discrimination and they are kept well informed the

progress of the complaint

8ook creatively at new work patterns employee practices and fle&i!le

working and promote the idea of e;ual opportunities throughout the

organisation

All staff should !e treated with dignity and respect at work

%mployers should make an environment to prevent !ullying and se&ual

harassment as they lead to +o! insecurity illness a!sent from work and

even resignation (A5A, /00*)

%;ual pay and disa!ility discrimination policies should !e implemented

seriously at workplace

Because of ill health dismissal from +o! must not !e taken place and if it

does it can !e considered as discrimination.

1. 5ompare and contrast e;ual opportunities and managing diversity

($0).


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Arrange appraisal meeting with employees to discuss training re;uired to

improve skills knowledge standards and procedures and self-appraisal

8et employees to fill in appraisal form


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the recording of calls team leader listening to calls the provision of

feed!ack coaching on telephone techni;ue and service delivery and the

1?0 process allows for multiple points of view to !e given on any given

individual to improve performance and identify training needs.

A decent company like British as practices many from the a!ove and

does almost everything to maintain e&cellent customer services. #he

company has many call centres all over the %urope and provides

ade;uate training and monitors employees' performance regularly.

#he British as has launched a we!site called

http244www.!ritishgas+o!s.co.uk4 as '5areers at British as'. #he we!site

can !e developed further to promote human resource development.


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their capa!ility in a workplace with other people. ,o cooperation is very

important for every employee to meet organisational o!+ectives.

5onclusions

3rganisations with !etter learning training and development systems

reward and recognition and information systems can promote human

resource development and improve organisational performance. #hese

should !e measured monitored and updated staff skills time to time to

meet organisational o!+ectives.

human resource management-assign 3

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