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Guest Model of HRM Assignment

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Guest Model of HRM Assignment

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Introduction
In Guest Model of HRM assignment we are going to learn about the different models of HRM, the comparison between
the HRM and the IR / PM. Strategic HRM and its implications onthe line managers and employees. We will discuss about
the change in the labour market and the models of work flexibility. We will learn the types of work flexibility. We will
certainly find different work flexibility perspectives of employees and employers. This paper will enable us to know the
impact of labour market in reference to the work flexibly. We will also learn about the discrimination and its types. The
difference about the equal opportunities and the manage diversity. Later we will also learn about the performance
management, employee welfare, health and safety(/solution/unit-3-health-safety-hsc-workplace-assignment-aveon-
health) rules and one topical issue on hr in the organization.

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Task 1
P 1.1 Explain how the Guest’s model of HRM is adopted at Harrods.
Different Human Resource specialists from all over the world have come up with their different thoughts and
perspectives about the human resource management in an organization. They also came up with the models, theories
and the working principles of the human resource management (Bäckstrand 2008). It is very obvious that the basic motto
of human resource management all over the globe is same and so, the basic structures of all the models and theories
described by everyone were same. Some of the most famous human resource management are:

Storey’s shift to HRM Model

David Ulrich’s HR Model
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Guest Model of HRM

Harvard Model of HRM, etc.
Guest model is also known as Guest model of hard – soft and loose – tight model dimensions. This model is based on the
perception that the personnel management is different from the resource management (Barak 2013).Guest made this
model on the observation of human resource management in two respects that is hard and soft or in other words tight
and loose. The soft model is more helpful for the employee in regards. This model helps the organisation to develop the
human resource management(/solution/unit-21-scenario-human-resources-management-assignment) .

Harrods follow the Guest’s model hard – soft dimensions that increases employees management and trust inside the
organisation. With the help of this model, Harrods is able to convince the best applicant and can develop their skills by
providing the training programs. The guest’s model also enables Harrods in dividing the management and responsibility
in the different layers so that the efficiency could be improved. The guest’s model also helps in following strategy of
Harrods:

Development of employees,
Upgrade the working environment,
Maintains internal communication between the employees and the higher management as well,
Encourage its employees to help in decision making, etc.
The hard model helps in creating an environment that gives the employee a motivation or boost to complete the task or
the work within the deadline. Harrods use this model for the increase in sales volume of the organisation.

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P 1.2 Compare the differences between Storey’s definitions of HRM, Personnel and IR
practices, by reflecting the HRM practices at Harrods.
Storey describes that the HRM is a strategic process that considers the employees the main assets of the organisation
and also defines the hard and sort from of HRM. Hard HRM has more focus on increasing the ability of the employees can
get the added value that can create the competitive advantage over the competitors whereas the soft HRM focuses on
gaining the competitive advantage by the involvement of the employees in the management, their commitment to the
organisation, interests and team work. On the other hand, Storey describes the personnel management in which the
owner made the rule and the employee need to follow them and basically the management that is concerned with the
employees’ law, recruitment and pay roll. Other differences between the storey definition of HRM and PM/IR are given
below:

Area of Differences HRM IR / PM

Transformational leadership is Transactional leadership played by

Role of management
followed by management management.

Focus on the customer

Key relation Focus on the labour management
management.

follows the modern approach to

It follows traditional approach to
Approach manage people with their
manage people.
weakness, strength, etc.

Nature of relation Unitary in nature. Pluralist in nature.

Managerial task performed by

FAQs

Nurturing Monitoring of the employee.

authority

Direct communication between Indirect communications between

Communications
employees and authorities the employees and top authorities.

It focuses on procurement,
It focuses on employee welfare,
development, cessation,
Focus labour relation, personnel
motivation of human resources in
administration, etc. in organization
organization.

It assumes that the people are

It assumes that the people are the
Assumption important and valuable inputs to
inputs for the desired outputs.
achieve the desired output.

In this the decision

making(/solution/assignment-unit-
In this the decision is taken by the
6-business-decision-making) power
top management under some
Decision Making is a collective decision of different
guided rules and regulations of the
aspects like working atmosphere,
organization.
competition in market, employees
involvement as well.

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Function It is a strategic function. It is a routine function.

It is concerned with personnel It is concerned with all level of

Concerned with
manager. managers.

This management provides more This management is not capable of

Training & Development training and development at every providing much training and
level. development at higher levels.

This follows the job design on the This follows the job design on the
Job Design
ground of team work. ground of personnel’s or labours.

This works on the principle of

This works on the principle of
personnel function for the
Working Principle. administrative function for
attainment of employee’s
attainment of objective.
satisfaction.

It results in employees
It results in increased production,
Results participation, culture
satisfied employees, etc.
diversification, productivity, etc.

In the HRM practises of Harrods the Storey are implemented in such way that the management first works on identifying
the physiological need of the employees and then provide the non financial reward to satisfied them such as promotion,
involve them in the task or decision making etc. All these processes contribute in achieving the objective of the Harrods
in the market.

P 1.3 Assess the implications for line managers and employees of developing a strategic
FAQs

approach to HRM at Harrods

Line managers in Harrods are responsible for developing the strategies of the HRM. Human resource management is the
systematic approach through which an organization makes optimum utilization of the human resource (Bush &
Middlewood 2013).It helps Harrods to create and keep up its working societies in the association and it additionally
serves to make viable work space in the working environment. Hence, it is the responsibility of the line manager to
ingrates the different approaches defined by the HRM of the organisation to strengthen the strategy for leadership,
culture, recruitment for achieving the goal for the organisation. According to the MacLeod report 2009, the line managers
are to highlight the benefits that the organisation can get by making the changes in their HRM practises.

Strategic Human Resource management helps an organization to understand where they are lacking and by what kind of
training and development they can overcome that. In other words strategic human resource management is about
strategizing the lack or deficiency that an organization is facing or will be facing in future and in comparison to that what
solutions can be picked for the betterment of environment, work place, skills, talent of the organization as well as the
employees (Hartog et al. 2013). Human resource management should be given an importance because it is there role and
responsibility to create the working environment in an organization to work effectively as a team and as personnel as
well, so that the organization can attain its objectives.

Various Implications for Line Managers and the Employees

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At the time of the job rotation or changing in the leadership style, there are various implications are generated for the
line manager that may create conflicts for the organisation such as the behaviour of employee toward the new manager.
In this case, the line managers of Harrods encourage the face to face communication between the employees and
managers and share targets and goals to them.
Improvement of the working atmosphere or the environment so that the employees can work more effectively,
efficiently, and enthusiastically. This will help the organization and the employees as well to achieve their goal.
More effective monitoring system should be adopted and practiced for the development of skills of employees and line
managers.
Appropriate training and development module should be adopted for the betterment of efficiency and effectiveness.
The activities like decision making or problem solving sessions should be kept in frequent intervals for the involvement of
the employees.
Appraisal or rewarding method should be adopted for creating a healthy working environment and motivating the
employees.
The line managers and the employees should be given proper guidelines to work easily.
Harrods should involve some team building or team outing session as well to improve the attitude of the employees
towards the problem, team work, guest relations, etc.

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Task 2
P 2.1 Explain how a model of flexibility might be applied in practice. Relate this to the Harrods
and reflect your argument with examples
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Atkinson’s Core and Peripheral workforce Model:This model characterizes that stability between the core and
peripheral workforce adjusts due to the unstructured utilization of peripheral labourers among the managers. In other
words this models talks about the working atmosphere or environment of the labours inside Harrods and outside as well.
It is very tough and important job of a manager to select the labour for Harrods. The HRM of Harrods develops the
different strategies or model that describes the different flexible opportunities for the employees that also benefit the
Harrods such as mobile working model. In this model, Harrods provides the different services of the broadband
connection to the employees and the employees can take access internet and intranet at same time. It benefits the
Harrods as the employee can complete the task in few working hours at a very low cost that also improves the life style
and quality living for employees.

Core Workforce:This is the highly efficient, faithful and skill performers. They enjoy the luxury of job satisfaction and
security as well.

Peripheral Workforce: This workforce is not the first choice of organizations. They are not skilled and efficient
performers as core workforce (Karamessini & Rubery 2013).They complete the day to day important tasks but do not
work on a bigger goal or aim.

Work flexibility is one of the most modern thought or the idea that many organization has adopted. Work flexibility
involves some rules and regulations in the organizational structure(/solution/unit-3-organizational-structure-behaviour-
assignment-capco) regarding to time, policies, leave, etc. with and for its employees. The basic idea of this thought is to
maintain the balance between the professional and the personal life. Work flexibility helps an organization:

To increase the employee satisfaction

To decrease the employee turnover ratio
To attain the organizational goal
FAQs

To improve the working environment.

To build a better team and personnel attitude, etc.
The employees also obey these rules and regulations because of the fact that this is going to help them.

Example –Harrods maintains the working flexibility at a very important stage like, it reschedules the meetings or the
sessions if any personnel are missing it.

P 2.2 Discuss the types of flexibility which may be developed by the Harrods.
Work environment flexibility explains how quickly the employees can adjust to variances and changes in the demand and
supply of the work market. The flexibility quality characterized by Atkinson is considered as the most suitable
methodology. For maintaining balance in flexible in the workplace, these four methodologies can be helpful:

Numerical Flexibility:It is the ability to modify the numbers of labours employed in a short notice in respect to the
variances in the labour market.
Temporal Flexibility: It refers to the variation in the system of working hours, in respect to meet the business demand
and employee needs as well.
Functional Flexibility: It refers to the variation of skills in the same labour. The employees can be multi-skilled and
employers may need to provide training and development as well for the employees to be multi-skilled and multitasking.
Wage Flexibility: Wage flexibility is where the wages offered are individualized rather than standardized.
The Harrods have adopted working flexibility in their organizational structure and they follow many types of the
flexibility like as:

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Flexitime:Harrods provide the time flexibility to his employees. This helps Harrods to provide benefits to the employees,
improve the working environment, etc. But Harrods should provide the time flexibility after the discussion with the
employee. Harrods can improve this function by:
The entry and exit time punching of the employees should be given after the discussion of the employees.
Keeping the shifts with proper timing like 9 AM to 5 PM
Reimbursement or collection of leaves on working on holidays or leaves.
Part Time Work or Reduced Working Time:Harrods can provide the employees the facility of working part time and it
can be developed by:
35 hours working in a week, 7 hours every day, and 5 days a week.
Segregation of time on the basis of Hours, Weeks or Employment.
Work from Home:Harrods can give the employees the flexibility of completion of task or job from the home (Kehoe &
Wright 2013). This will help the employee to complete the work and give the time to the family as well. And in the result
the Harrods gets the work done as well as the employee satisfaction.
Job Sharing:The Harrods can give the opportunity to the employees and the line managers to work together on the
same task. This will help the Harrods in team building and positive working environment and also the task will get the
perfection from line managers and execution from the employees.

P 2.3 Argue by assessing the use of flexible working practices from both the employee and the
employer perspective of Harrods.
Flexible working methods have both advantages and disadvantages and that too in respect to both the employee as well
as the employer. Harrods human resource should develop a flexible working model for the betterment of both the
employee and the employer.

Advantages of Flexible Working from the employee perspective:

FAQs

It helps in balancing professional and personal(/solution/professional-personal-development-assignment) life.

It gives a chance for other source of income.
Improvement in working environment.
Improvement in employee behaviour and satisfaction.
Decrease in job stress and employee turnover ratio.
Increase in employee’s participation in decision making and other activities.
Flexible working hours can complete the task whenever the employees feel for, etc.
The working from the home for the employee reduces the cost of transportation, equipment and other expenditures.
Disadvantages of Flexible working from the employee perspective:Other than the above mentioned advantages there
are still some disadvantages of the flexible working. Harrods management should be careful and try to overcome these
points:

The management may neglect the needs of the employees.

Biasness or favouritism between the employees.
Low income of the employee.
Employees harassed by the employer.
Advantages of Flexible Working from the employer perspective:

Increased employee satisfaction and morale and the commitment towards the goal.
Increased employee motivation and participation.

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Increased management skill.

Reduced business cost.
Optimum utilization of the employees and their skills and talent.
Better image as an employer in the market.
Harrods is benefited with the employee who wants to working in their free time as it increases the cost of the production
and for Harrods there is no need to spend the money on the insurance, safety issue, pensions and retirement etc. for
employees.
Disadvantages of the Flexible working from the employer perspective:

Decrease in productivity, responsibility and efficiency from the employees.

Increase in exploitation of employees.
Difficulties in controlling and coordinating the achievement of work.
Increase in employee’s stubbornness in new rules and regulations.
Difficult to analyse the appraisal of employee.

P 2.4 Discuss the impact that changes in the labour market have had on flexible working
practices at Harrods
With the changes in the industries and recruiting and selection style of industries, there is a continuous change in the
labour market as well around all over the globe (Alcázar et al. 2013). The skilled labours, labours cost, accessibility of the
labour, demand and supply of labours are some of the factors of change in the labour market.

Labour Market Changes and Flexibility: European Union’s rules and regulations have supported the flexibility in the
working practices at Harrods. EU has allowed free movement of labour across the borders of the countries which are the
members of EU. Because of this, Harrods is able to fulfil the labour requirement from other countries. Free movement of
FAQs

labour because of this resulted in the benefit of the recipient country; UK in this case and the organisations like Harrods.
Relative wage flexibility is also promoted by the changes in the labour market. The wages of the labour is decided
according to the industry the labour is working at. In case of Harrods, the availability of skilled resources on low wages in
the hospitality industry has promoted relative wage flexibility. Organisations like Harrods which emphasis a lot on the
quality of the products and services has put some restrictions on the employee entry in the organisation. Strict
recruitment and selection policies has hindered the entry of labour in the organisation and reduced the flexibility.

Some other factors affecting the labour market of UK influence the flexible work style of Harrods in these ways:

De-Industrialization: Since the early 80’s the UK is facing the issue of closing down of manufacturing industries which
has indirectly effected the flexible working style like as:

The supply of working full time labours of manufacturing industries was more than the demand.
Unemployment structure came up with the drastic changes.
The trade unions that guarantee to provide the jobs were diminishing.
Diversity in Organizational Framework: Due to flexible work style the organizational structure of Harrods have been
changed a lot, like as:

The number of employees working part time changed.

The number of employees working full time changed.
The number of employees working for short term contracts changed.

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Relative inflation in Service Industry: Because of decrease of labour requirements in manufacturing industry there was a
relative increase in service industry. This factor effected the Harrods in a way that:

The number of women employees in Harrods increased.

Migrated labours from other industries needed training & development.
The trade unions and their influence in the organization started diminishing.
Diversity in skills available and required in market: Due to de-industrialization there was a wide range of diversity in
the labour market and as a Result Harrods has to train & develop the labours according to the requirements.

Open Labour Market flexibility: Due to the excessive competition between the organizations in the same industry.
Harrods should provide the work flexibility at a higher level than rivals this would effect:

Decrease in employee turnover ratio.

Increase in employee satisfaction and morale.

Read About Managing Financial Resources and Decisions(/solution/unit-2-assignment-managing-financial-resources-

decisions)

Task 3
P 3.1 Explain the forms of discrimination that can take place with special reference to Harrods
Employees and labours face the discrimination of different kind, aroused due to the reason of age, sex, race, colour, cast,
and qualifications, etc. It’s the vital responsibility of the HRM to not to let these kind of atmosphere get developed in the
organization otherwise it may lead to disharmony, rivalry, violations, chaos, etc. in the organization and that will affect
the employees behaviour and satisfaction resulting in creating hurdles in achieving the objectives and goals of the
FAQs

company. Discrimination arises on the basis of:

Age: Employees may be discriminated on the basis of the age for the appraisal, promotion or some other benefit. HRM
and its managers should not let the age be a matter of discrimination; they should provide equal opportunities to each
and every staff.
Sex: In some organizations or the in some work profiles male employees are dominated upon the female employees and
vice-versa. HRM and its managers should be very keen in observing the environment and careful to not let sex
discrimination getting acquainted in their organizations, they should provide equal opportunities, responsibilities and
motivation to all the staff.
Background: Employees face discrimination because of family or some institutional background. People with lower or
higher education or the family legacy gets more attention than the others. Mangers of HRM should be very attentive
because this kind of discrimination can create chaos or revolt inside the organizations.
Disability: Organizations discriminate the candidates with disability at the time of recruitment. Managers should never
discriminate the candidates upon the abilities of them. They should provide an opportunity before and if the candidates
are not able to meet the requirement than they should think of providing training before rejecting the candidate.
Religion: Employees of different religions and beliefs face discriminations at different levels. People coming up from
minority religion or with different beliefs face discriminations like not getting leaves on their festivals and all. The
managers should come up with some ideas to overcome these discriminations.

P 3.2 Discuss the practical implications of equal opportunities legislation practiced in Harrods

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For the sense or feel of equality among the staff the organization should treat all the employees equally and establish
equal opportunity policy. The right of equal treatment is deliberated as Universal Human Right. Organizations are bound
to provide a working atmosphere or the environment where the employees can work, without discriminating on the basis
of sex, age, background, religion, etc. Equal opportunity legislation has helped the employees by increased job security.
Because of the equal opportunity legislation, the employees cannot be sacked because of any kind of discrimination and
their employment in the organisations cannot be judged on the basis of any kind of discrimination. Unfair terminations
of the employees are reduced by the equal opportunity legislation. Because of the equal opportunity legislations, the
employees are protected at Harrods. Although, most of the people think that equal opportunity legislation only protects
the interests of the employees, yet there are some points in equal opportunity legislation which also protects Harrods as
an employer. Now only the employees who work hard and think of the organisation before themselves are receiving the
appreciation and recognition at Harrods

In this manner, equal opportunity legislation creates a fair competition environment at Harrods which finally results in
the benefit of the organisation. There is another side of equal opportunity legislation which states that there is no way of
making sure that equal opportunity legislation will result in the better outcome. The implementation of the equal
procedures at Harrods does not guarantee that employees would perform better if they are given equal opportunity.
There are many other factors which affect the outcome of the employees’ work.

P 3.3 Compare the approaches adapted by Harrods to managing equal opportunities and
managing diversity.
One of the major differences between managing equal opportunities and managing diversity is the reason and the force
or the specific needs(/solution/unit-16-understanding-specific-needs-hsc) of change. Equal opportunity is driven because
of the external factors like Government legislature, social bodies, trade unions, human and employee rights, etc. whereas
managing diversity is driven because of the internal factors like organizational structure, diversified environment of
FAQs

organization, business needs, etc.

At Harrods, management does not only concentrate on the employees who come from minority but treat the employees
as individuals and tries to bring the best of them while working at Harrods. There are employees at Harrods who are
different from each other but this difference is used by Harrods for the benefit of the organisation instead of having
problem with diversity. The difference among the individuals at Harrods is recognised and they are assigned work
accordingly so that they can contribute to the organisational goals and objectives. In an organisation like Harrods,
customers come from different cultures and backgrounds. Diverse workforce at Harrods is utilised to make sure that the
customers do not feel alienated and receive full cooperation from the employees. In this manner, diversity and equal
opportunity improves customer relationship at Harrods.

Another difference between the equal opportunity and managing diversity is their goal or objective. Equal opportunity
works for the objective of social justice, human rights, etc. whereas managing diversity works for the objective of that
every employee is a different individual with different needs and requirements, treating every employee individually, etc.
As a conclusion of the difference between the equal opportunity and managing diversity is that they both play important
and vital roles at their positions and it is important and clever for an organization to use these methodologies.

Task 4
P 4.1 Research, Compare and comment on different methods of performance management
adopted by Harrods
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To improve the results and practice of the employees working in the organization, Organizations needs to change the
working style or the methods of the performance (Naff, Riccucci & Freyss 2013).

Harrods believe that every employee has needs and if these needs of the employees are satisfied, their performance
could be improved. Because of this, Harrods use job rotation, job enrichment and nurturing the talent of the employees
which result in the enhanced performance. Harrods believe in the employee engagement and employees feel themselves
a part of the process which results in the benefit of the company. This feeling of the employees makes them valuable
and they perform even better in the coming time.

MBO: In this type of evaluation the performance is judged with the comparison between the actual performance and the
pre-described performance and with the results the new described goals and achievements are set for the employee to
develop and perform much better. At Harrods, employees are given specific objectives which they need to fulfil as
individuals. Although, there are also team objectives but individual objectives help the employees in achieving the self
actualisation. Harrods use face to face interaction between the employee and his manager to set the targets and give
advice to the employee by the manager. This kind of mentoring approach from the line managers at Harrods also keep
the managers informed about the performance of the employee.
Assessment Centres: Managers are asked to join the assessment centres and to participate in work related exercises and
then the performance is judged by the trainers. The trainers put some virtual work scenarios and situations where the
employee has to perform and the trainers evaluate the performance in the respect of leadership, creative, innovative,
team work, communication skills(/solution/unit-3-communication-skills-ict-hsc-assignment), problem solving, aptitude,
tolerance, etc. qualities of the employees. This is the most effective and easy and widely used evaluation process in
comparisons to the other processes.

P 4.2 Research and assess the approaches to the practice of managing employee welfare in
Harrods.
FAQs

Worker welfare management is the activities done by the organization to give more value to the lives of the employee.
The organization should come up with some cultural events, medical facilities, training and development sessions, team
building sessions, assistances, services, etc. to maintain the employees in the organization for a long time (Shen & Liu
2003).

Managing employee welfare and safety: Harrods has appointed a safety officer whose sole responsibility is to make sure
that employee stay safe while working at Harrods. Possible safety related problems are analysed by the safety officer on
the recommendation of the line managers at Harrods. Safety officer at Harrods meets the line managers in the different
departments regularly to discuss the hazard management procedures in their respective departments. Employees are
also trained in the equipment handling and educated about the use of the equipments differently as needed by the
situation.
Managing employee welfare and health: When it comes to the health of the employees, Harrods pay attention to
physical as well as mental health of the employees. Preventive measures are taken by the management to minimise the
accidents at work place. Mental health of the employees at Harrods is maintained by the psychological assessment of the
employees. Employee survey is used for this purpose. The needs of the employees are discussed and appropriate steps
are taken to make sure that these needs of the employees are satisfied. Worker welfare provided must be analysed in
regular interval of times to understand the expenses incurred as well as the paybacks received from the employees
(Storey & Holti 2013).

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P 4.3 Discuss the implications of health and safety legislation on human resources practices
with special reference to Harrods.
Health and safety rules control the health and safety measures of the organization. It is mandatory for every organization
to follow the health and safety rules. It is the duty of organization, supervisors, managers and even the employees to stay
aware and abide by the Health and Safety rules and regulations. Firm may neglect to draw in the competent and capable
staffs and caught in aggressive damage (Thompson et al. 2013).

Harrods has adopted health and safety legislation which is implemented by HRM in the company. Safety programmes
does not only include the existing employees but also include the newly joined employees. Safety programmes starts
even before the recruitment at Harrods. Because of health and safety legislation implementation at Harrods, accidents at
the work place are drastically reduced. Line managers at Harrods act as mentors and and make sure that every employee
in their team is aware of the precautions which he has to follow during work.

Along these lines, to raise brand picture and estimation of the organization to the imminent work business, accomplish
practical workforces and upsurge productivity a firm ought to screen and keep health and safety principles. These rules
are aimed to prevent the followings:

Injuries
Workplace accidents
Outline the consequences of breach
Outline the consequences of every employee / employer.
According to the legislation the employer is needed to provide the following:

Protect the health and safety of the employees in work place

Provide appropriate training for the usage of dangerous equipment’s or machines.
FAQs

Informing the employees of the danger in the work place and the need for healthy living.
According to the legislation the employee has the right to:

To deny to work under unsafe conditions.

To deny the use of inappropriate tools.
Must have proper training for the task before involvement.

P 4.4 Evaluate the impact of one topical issue on human resources practices reflected in the
case study and additional research of Harrods.
At Harrods, employees are considered part of the organisation and they are included in the decision making process.
When employees participate in the decision making process, they feel motivated and engaged in the growth of the
company. Harrods has an engaged work force and managers delegate the responsibilities to the employees and the
decision of the process to meet the responsibility is left to the employees. Increased responsibility of the employees at
Harrods help in fulfilling their self esteem and self actualisation needs which make them mentally strong. Employees are
involved in the decision making process through the surveys where employees’ view on a specific topic is gathered and
the decision is taken accordingly. Employees at Harrods are allowed to give their feedback on the processes adopted at
the work place. The voice of the employees makes lot of difference in the working of Harrods.

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Conclusion
So after experiencing and preparing these papers I come to the conclusion that some of the famous HRM models like the
Guest model of hard-soft and loose-tight model dimensions and Storey’s shift to HRM model are not very different from
each other. Also the HRM and IR / PM are having very minute basic and fundamental changes in them. We also came to
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know about the strategic HRM and their implications on the line managers and employees. Other than to this we came to
know about the models of work flexibility and its importance with its different kinds and the advantages and
disadvantages of the work flexibility with employee as well as the employer point of view. We also came to know about
the discriminations and its types. Also we understood about the equal opportunity its importance and difference with the
managerial diversity and its importance as well. And lately we learned about the performance management, employee
welfare, health and safety and one topical issue on hr in the organization.

References
Bäckstrand, K. (2008). Accountability of networked employee governance: The rise of transnational employee
partnerships. Global Human Resource Politics, 8(3), 74-102.
Barak, M. E. M. (2013). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Boselie, P., Brewster, C., &Paauwe, J. (2009). In search of balance-managing the dualities of HRM: an overview of the
issues. Personnel Review, 38(5), 461-471.
Bush, T., &Middlewood, D. (2013). Leading and managing people in education.Sage.
Den Hartog, D. N., Boon, C., Verburg, R. M., & Croon, M. A. (2013). HRM, Communication, Satisfaction, and Perceived
Performance A Cross-Level Test.Journal of Management, 39(6), 1637-1665.
Karamessini, M., &Rubery, J. (2013). Women and austerity: the economic crisis and the future for gender equality.
Routledge.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes
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1/7/2020 Guest Model HRM Assignment - Locus Assignment Help

and behaviours. Journal of Management, 39(2), 366-391.

Martín Alcázar, F., Miguel Romero Fernández, P., & Sánchez Gardey, G. (2013). Workforce diversity in strategic human
resource management models: A critical review of the literature and implications for future research. Cross Cultural
Management(/solution/heritage-cultural-tourism-management-assignment): An International Journal, 20(1), 39-49.
Naff, K. C., Riccucci, N. M., &Freyss, S. F. (2013). Personnel management in government: Politics and process. CRC Press.

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