Table of Contents
1.1 Explain Guest’s model of HRM as applicable to Morrison.
1.2 Compare the differences between Storey’s definitions of HRM and personnel
1.3 Assess the implications for line managers and employees of developing a strategic approach to HRM
2.1: Explain how a model of flexibility might be applied in Morrison.
2.2: Discuss the types of flexibility which may be developed by Morrison
2.3 Assess the use of flexible working practices from both the employee and the employer perspective
2.4 The impact of changes in the labor market on flexible working practices at Morrison.
3.1 Explain the forms of discrimination that can take place in your workplace.
3.2 Discuss the practical implications of equal opportunities legislation practiced in your organization
3.3 Compare the approaches to managing equal opportunities and managing diversity.
4.1 Compare the different methods of performance management in Morrison.
4.2 Assess the approaches to the practice of managing employee welfare in Morrison and compare it with Morrison
4.3 Discuss the implications of health & safety legislation on HR practices of the Morrison.
4.4. Evaluate the impact of one topical issue (e.g., e-recruitment) on HRM at Morrison
Managing Human Resource (MHR) has been a significant issue in the current business world. In modern organizations, MHR focuses on three key sectors which are work designing, employee benefits, and operations. MHR plays a significant role in managing employees with their motivation and performance in the workplace (Mullins, 2014).
This paper concentrates on different issues related to MHR in the business case of Morrison, which is a leading retailer in the UK. Firstly, this paper discusses the Guest Model of HRM. Then, it defines the differences between Storey’s definition of HRM, PM, and IR. Next, it explains the implications of line managers as well as employees in the development of HRM strategies. In the second part, this paper discusses several issues related to working flexibility. In the third task, it explains the issues related to discrimination, equality, and diversity in the workplace. Finally, this paper outlines the issues related to employee performance, employee welfare, health and safety legislation, and e-learning in HRM.
1.1 Explain Guest’s model of HRM as applicable to Morrison
The guest model of HRM has been developed by Professor David Guest in King College, London. This model of HRM mainly focuses on four key issues which are discussed as follows:
According to Morrison Annual Report (2015), this model confirms the integration of human resource management into skillful planning. The insurances are compatible and managers apply human resource practices in organizations. As Morrison Annual Report (2015) notes, its techniques are efficient to manage its workers and managers to gain aims and objectives.
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According to Morrison Annual Report (2015), workers are confident in the organizations. Employees fell bound to organizational goals and objectives. Additionally, employees in Morrison are highly committed to ensuring better performance in the workplaces with their good attitudes and behaviors
Morrison has been able to ensure a flexible and adaptable organizational culture and structure. The effective practice of hierarchical structure in Morison has provided flexibility to both employees and line managers. The application of functional flexibility has ensured well-developed knowledge and understanding along with multi-skills in Morrison’s workplace (Morrison Annual Report, 2016).
Morrison has more than 125000 dedicated and devoted staff who are skilled and experienced. This is because Morrison welcomes skilled people and talents from diverse backgrounds through flexible rewards and incentives. These skilled people have ensured the quality and integrity of Morrison which has attracted and motivated Morrison’s customers (Morrison Annual Report, 2016)………………..