Human Resource Management In the Context of Harrods
Contents
Introduction 2
P 1.1 The Guest Model of HRM at Harrods 2
P 1.2 Difference between Storey’s Definitions of HRM, Personnel Management and IR Practices 3
P 1.3 Assessment of the Implication of Line Managers and Employees of Developing a Strategic Approach 4
P 2.1 Explanation of How a Model Flexibility Might Be Applied to Practice 4
P 2.2 Types of Flexibility That Can Be Developed by Harrods 5
P 2.3 Assessment of the use of flexible working practice from Both the Employer and Employees Perspective 6
P 2.4 Impact of Flexible Working Practice that Changed the Labor Market 7
P 3.1 The Forms of Discrimination That Can Take Place 8
P 3.2 The Practical Implications of Equal Opportunity Legislation 8
P 3.3 The Approaches Adopted to Manage Equal Opportunities and Managing Diversity 9
P 4.1 Different Methods of Performance Management 10
P 4.2 Assessment of the Approaches to the Practice of Managing Employee Welfare 10
P 4.3 The Implications of Health and Safety Legislation on Human Resource Practices 11
P 4.4 Evaluation of the Impact of One Topical Issue on Human Resource Practice 11
Conclusion 12
References 12
Bibliography 12
Introduction
Human Resource Management is and always has been a vital portion of the organization. HRM targets to deal with both the employers and employees so that they can develop their enactment and inspire them toward the organizational goal. It has been a mantra for most of the organizations regardless the types and size that an organization will succeed to achieve the goal if they prioritize their people first over other choices. Employees enormously contribute for any company. So managing and motivating them in the manners which are most effective, efficient and feasible is a great concern of any top management in an organization. It is unmanageable for any company to maximize the profit without having a qualified workforce. So companies are focusing more on HRM.
Harrods is a large company who has almost 4000 employees and almost
Introduction 2
P 1.1 The Guest Model of HRM at Harrods 2
P 1.2 Difference between Storey’s Definitions of HRM, Personnel Management and IR Practices 3
P 1.3 Assessment of the Implication of Line Managers and Employees of Developing a Strategic Approach 4
P 2.1 Explanation of How a Model Flexibility Might Be Applied to Practice 4
P 2.2 Types of Flexibility That Can Be Developed by Harrods 5
P 2.3 Assessment of the use of flexible working practice from Both the Employer and Employees Perspective 6
P 2.4 Impact of Flexible Working Practice that Changed the Labor Market 7
P 3.1 The Forms of Discrimination That Can Take Place 8
P 3.2 The Practical Implications of Equal Opportunity Legislation 8
P 3.3 The Approaches Adopted to Manage Equal Opportunities and Managing Diversity 9
P 4.1 Different Methods of Performance Management 10
P 4.2 Assessment of the Approaches to the Practice of Managing Employee Welfare 10
P 4.3 The Implications of Health and Safety Legislation on Human Resource Practices 11
P 4.4 Evaluation of the Impact of One Topical Issue on Human Resource Practice 11
Conclusion 12
References 12
Bibliography 12
Introduction
Human Resource Management is and always has been a vital portion of the organization. HRM targets to deal with both the employers and employees so that they can develop their enactment and inspire them toward the organizational goal. It has been a mantra for most of the organizations regardless the types and size that an organization will succeed to achieve the goal if they prioritize their people first over other choices. Employees enormously contribute for any company. So managing and motivating them in the manners which are most effective, efficient and feasible is a great concern of any top management in an organization. It is unmanageable for any company to maximize the profit without having a qualified workforce. So companies are focusing more on HRM.
Harrods is a large company who has almost 4000 employees and almost