Managing Human Resources Essay Example for Free

Managing Human picks EssayThis assissment is going to be about Human Resource Management and its going to contain information about different perspectives of human resources heed and what the procedure involves. . HRM system is based on HR system , twain work together to the same way. The pillow slip is HR strategies defining the direction in which HRM intends to go. We got few models of HRM , adept I want to describe is invitees Model of HRM. David Guests model of HRM has 6 dimensions of analysis HRM strategy HRM institutionalisesHRM outcomes Behaviour outcomes functioning outcomes Financial outcomes This model is prescriptive in the sense that it is based on the assumption that HRM is different from handed-down personal management. How guests model is adopted in Harrods? In my opinion is adopted by having similar commitments for example the Guest model is prescriptive on the sense that it is bases on the assumption that HRM is distinctively different from traditional personnel management and rotted in strategic management.Also the Guests model of HRM outcomes are fairly similar as Harrods engages employees to continues success of the business by committing to what they are doing and one of the outcomes that the Guests model states is commitment. David Guests analysis financial outcomes in his model of HRM and when expression at the financial outcome at Harrods, we send away see that they are loosing money due to the employee turnover. When sounding at the case study it shows that the research that has been done about the turnover indicates that the employee turnover has significant exist and performance effects to the business.For example the employee turnover at Harrods measures the rate at which employees leave their employer normally subsequently one year. The claim of the Guest model that it is superior to others is partly justified in the sense that it distinctly maps out the field of HRM and delineates the inputs and outcomes. But the dynamics of people management are so complex that no model (including the Guest model) can capture them comprehensively. P. 1. 2The purpose of HRM is to ensure that the employees of an organization are use in such a way that the employer obtains the greatest possible benefit from their abilities and the employees obtain both poppycock and psychological rewards from their work. Personnel management is the traditional approach to managing. It deals with the reactive side, which are rules, and regulations, wages, pension, and leave administration. It is administrative in nature. Human Resource Management are people oriented an treats employees as an asset. It is the modern approach to managing an plaque and people in the organisation.It is the proactive side of managing which puts people first. The term industrial transaction has trailed both a broad and a narrow meaning. Industrial relations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships. Industrial relations has three faces science building, problem solving, and ethical. In the science building phase, industrial relations is part of the social sciences, and it seeks to understand the employment relationship and its institutions through and through high-quality, rigorous research.From this perspective, an industrial relation covers all aspects of the employment relationship, including human resource or personnel management and employee relations. The difference between personnel management and human resource management is that personnel management basically deals with the employees, for example they deal with payroll recruitment. Where the HRM deals with the management of the work force, training and the well-being of all employees.Also we can say that Human Resources is to incorporate and develop personnel management tasks, while at the same beat seeking to create and develop teams of workers to the advantage of the organization. Personnel management comprises mainly of administrative tasks that are considered to be traditional and routine. The Human Resources management at Harrods helps to build a competitive edge by positively getting involving the employees. The HRM at Harrods use an appropriate leadership style and they use two-way communication, which is very trenchant as it allows information to be passed on correctly and quickly.Similar organization which adopted IR practice and Personal is NHS. The NHS UK practice managers work within the primary care sector, where they manage the overall running of ordinary practices surgeries. Practice managers come from a variety of backgrounds and do not necessarily need to be a qualified healthcare professional. Industrial relations in the UK health care sector are characterised by high levels of social dialogue and joint regulation, particularly in the public part of the sector. P. 1. 3 At Harrods the role of the line manager is to encou rage communication targets and advice to employees through face-to-face interactions.This might involve seance down in the staff room, or in a more formal setting, to agree objectives and to confront advice about improvements and new ways of working. Acting as a coach helps the line managers to develop their managerial skills, build relationships and reinforce trust at Harrods. Employees play the most vital role in HRM because they are the key advantage and we also must remember that high-performing and innovative employees are the foundation of productivity. Some major implications for HRM are, they can set direction and implement a company strategy, which builds commitment to what they do.Employees at Harrods help to develop performance metrics for on going improvements in the business. In order to increase the productivity at Harrods the line manager or HRM support their employees by communicating effectively and giving them regular feedback on their performance and by them do ing that it decreases the errors and frustration caused to employees at work. Also an effective reward system for employees at Harrods motivates them towards disclose performance. Non-monetary factors like better status can motivate employees in addition.