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1.1 explain Guest’s model of HRM

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1.1 explain Guest’s model of HRM

Managing Human Resources

Learning Outcomes Content Assessment Criteria for Pass


LO1 Understand the different perspectives of human resource management


The different perspectives of human resource management (HRM): ‘soft’ and ‘hard’ human resource management, ‘loose’ and ‘tight’ human resource management ; models of Guest and Storey differences between HRM and IR and personnel practices; strategic approaches to HRM


1.1 explain Guest’s model of HRM


1.2 compare the differences between Storey’s definitions of HRM, personnel and IR practices


1.3 assess the implications for line managers and employees of developing a strategic approach to HRM


LO2 Understand ways of developing flexibility within the workplace


Flexible working models: the core and periphery workforce model (Atkinson 1984); Handy’s (1989) Shamrock



Types of flexibility: eg numerical, functional, temporal, locational, financial


Flexible working methods: eg employment of part-time and temporary staff, teleworking, homeworking, job sharing, zero hours contracts, annual hours, staggered hours, compressed hours


Labour market and the need for flexibility: labour market demographics, employment statistics, local, regional and national labour markets and the growing recognition of the importance of work-life balance


2.1 explain how a model of flexibility might be applied in practice


2.2 discuss the types of flexibility which may be developed by an organisation


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 labour market have had on flexible working practices


LO3 Understand the impact of equal opportunities in the workplace


Discrimination in employment: forms of discrimination, eg gender, ethnicity, religion, disability, age, sexual orientation, education


The legislative framework: direct and indirect discrimination; current legislation and proposed changes to the law eg age


Equal opportunities in employment: equal opportunities practices and initiatives in the workplace including initiatives such as Opportunity 2000 and positive action approaches, codes of practice, implementing policy, training within the law and monitoring; the move from equal opportunities to managing diversity


3.1 explain the forms of discrimination that can take place in the workplace


3.2 discuss the practical implications of equal opportunities legislation for an organisation


3.2 compare the approaches to managing equal opportunities and managing diversity


LO4 Understand approaches to human resources practices in organisations


Performance management: the role, purpose and types of appraisal, 360 degree feedback, the skills of carrying out appraisals and giving feedback, the link of appraisals to reward management


Counselling and employee welfare: the traditional welfare function – occupational health practices and policies, the management of ill health at work, costs and absenteeism, accidents at work (statistics), ergonomics, alcohol and drug abuse, HIV and AIDS, stress and stress management, workplace counselling


Health and safety legislation: Health and Safety at Work Act (1974) and the role of the Health and Safety Commission, European Community Directives eg Working Time Regulations (1998), Parental Leave (2009)


Other topical issues: e-recruitment, e-learning, flexible benefits, work-life balance, employee voice, changes to pension schemes


4.1 compare different methods of performance management


4.2 assess the approaches to the practice of managing employee welfare in a selected organisation


4.3 discuss the implications of health and safety legislation on human resources practices


4.4 evaluate the impact of one topical issue on human resources practices

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  • Title: 1.1 explain Guest’s model of HRM
  • Price: £ 119
  • Post Date: 2018-11-10T12:26:58+00:00
  • Category: Assignment
  • No Plagiarism Guarantee
  • 100% Custom Written

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