Unit 22 Managing Human Resources Assignment with HND in Business (GC0895)

Table of Contents

Introduction.

Task 1.

1.1 Explain Guest’s model of HRM in the business perspective of Unilever

1.2 Compare the differences between Storey’s definitions of HRM, Personnel and IR practices in the case of Unilever

1.3 Assess the implications for line legislators and employees of developing a strategic approach to HRM

Task 2.

2.1 Explain how a model of flexibility might be applied in the practice of Unilever

2.2 Discuss the types of flexibility which possibly will be developed by an organization.

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 labor market have had on flexible working practices in Unilever

Task 3.

3.1 Explain the forms of discrimination that can take place in the job space.

3.2 Discuss the practical implications of equal opportunities legislation for Unilever

3.3 Compare the approaches to managing equal opportunities and managing diversity.

The  key differences between Unilever equality and diversity practices are as follows:

Task 4.

4.1 Compare different methods of performance legislation.

4.2 Assess the approaches to the practice of managing employee welfare in Unilever

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

4.4 Evaluate the impact of one topical issue on human resources practices in Unilever

Conclusion.

References.

Introduction

Managing human resources is a key issue to gain business aims and objectives. Thus, it is important for organizations to design jobs, train and develop personnel, allocate responsibilities for individuals, and extend knowledge and understanding of the workforces. If organizations can define these factors effectively and efficiently, these will improve personnel motivation, performance, and productivity of the personnel along with the quality and integrity (Mullins, 2014). This coursework focuses on several issues of managing human resources. At first, this paper discusses Guest’s model of HRM, differences in Story’s definition of HRM, personal legislation, IR. Then, this paper discusses the flexible working practice and its outcome in the job space. Next, this paper discusses issues related to discrimination, equality, and diversity. Finally, this paper discusses performance legislation, employee welfare, and health and safety regulations.

Task 1

1.1 Explain Guest’s model of HRM in the business perspective of Unilever

HRM (Human Resource Legislation) model is exhibited by Professor David Guest who is the center of legislation of King College in London and this model is largely acknowledged in present business worldwide to analyze HRM perspectives at the job space. HRM model has four major components. They are pledge, strategic addition, quality, and flexibility that are described as given below:

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Strategic addition: In the case of a business strategic planning HRM model is very important. Unilever is capable to use the HRM practice for its business planning. Consequently, the HR legislator of Unilever is capable of logical control of the HR systems in the job space according to Unilever Annual Report, 2015.

Pledge:  Workers at job space are pledge to the business aims and purposes and it is published by the HRM model. All workers are fixed definite work emphasizing the business aims and purposes in Unilever The workers are a pledge for achieving their work fixed in time and convene the business goals according to Unilever Annual Report, 2015.

Flexibility: Association is liable to make sure flexible and adjustable legislatorial arrangement and distributes the business activities easily. In Unilever, Flexibility not only improved hierarchical business activities but also includes a works and function culture, which builds flexibility in the job space and the workers are adjusted along with the business’s formation and culture according to Unilever Annual Report, 2015.

Quality: To employ expert and qualified workers and teach and improve them for assuring quality in service and goods it is the business liability. Unilever chooses efficient workers who have various cultural origins. So, Unilever achieves a large amount of prosperity in control of its quality and reliability of services and goods according to the Unilever Annual Report, 2015………………

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