INTRODUCTION
Managing human resource in the organization is one of the significant functions as it enables the business to accomplish its goals and objectives in effective manner (Lucio, 2013). In order to understand the application of HRM practices, The Royal Marsden has been chosen as organization.
SECTION 1
Explaining the Guest’s model of hard-soft, loose tight dimensions of HRM
Guest’s model of HRM depicts explains the tow different dimensions of HRM hard-soft and loose-tight. In hard HRM major focus is made on the human resources of the organization and consider with the functionality of humans and also on their talent and skills (Panagiotakopoulos, 2013). It is linked with the McGregor’s Theory X and hard HTM is associated with Theory Y. Hard HRM of Guest’s model emphasis on the strategies and approaches of business which are based on the objectives of organization. HRM practices of The Royal Marsden are based on soft HRM of Guest’s model as they focuses on talent, skill and profession of their doctors, clinical and health professionals to deliver better service to their patients (Sanders, Cogin and Bainbridge, 2013).
Difference between Storey’s definitions of HRM and personnel and IR practices
As per the Storey’s definitions of Human resource management, it is that function in which HR managers manage the human resource of organization which includes employees, workers, top, middle and lower level managers (Wilton, 2013). On the other hand IR practices are different from HRM it deals with the management of work force in relation to matter of activities such as collective bargaining, managing conflicts, empowerment, employee engagement etc. (Malik, 2010).
Analyzing HRM from strategic perspective and its implication for the role of line manager and employees
In terms of strategic perspective, human resource management develop such types of strategies through which organization focuses on those mechanism through which they effectively manage the employees, develops and retain them for long term period (Panagiotakopoulos, 2013). Strategic perspective focuses on culture, organization and people as they are the three key elements of the organization. In terms of implication for the role of line manager and employees, it focuses on their training and development activities, incentives, reward and motivation and also on their career development (Longenecker and Fink, 2013). Emphasizing on this key aspects of line manager and employees, it ultimately lead the business towards accomplishment of goals and objectives of the business.
SECTION 2
Model of flexibility and application in royal mail
Atkinson has proposed a model for flexible firm where flexibility can be defied in terms of functional, numerical and financial flexibility (Malik, 2010). The model can be applied in The Royal Marsden where functional flexibility can aid in enabling the employers to make the employees multi taskers so as to match the work load and changing technology (Inkson, 2008). Numerical flexibility can be used to adjust the healthcare professionals to number of workers/hours worked. In the same way, financial flexibility can help to meet the capacity of firm in terms of changing employment costs.
Need for flexibility and types of flexibility that can be developed by firms
There is a need for flexibility in The Royal Marsden so as to encompass varied kinds of practices and policies for responding towards needs of employee and employers. In this regard, employers need to maintain productive workforce while employees require a proper work-life balance (Brody, 2010). In this regard, The Royal Marsden can develop varied types of flexibility.
Advantage and disadvantage of flexible work practices
Flexible working has both advantage and disadvantage in The Royal Marsden:
|
Employee Advantage |
Employee Disadvantage |
| o It reduces the pressure and stress from the employees as they flexible work practices enable them to adjust their work in their own way.
o Flexible working practices minimize the problem of absenteeism and enhance the productivity and efficiency of the employees (Yeo and Li, 2011). |
o Due to flexible working, many times employee’s have to do extra or additional work.
o Often affects on their productivity. |
|
Employer Advantage |
Employer Disadvantage |
| o They can fulfill the requirements of customers anytime as due to flexible working time, employees are available for anytime to fulfill the needs and preferences of customers.
o Manage their work in accordance with the priority of clients and customers.
|
o Flexible working affects on the team work as employees do their work in their own way and it also minimizes the coordination (Sanders, Cogin and Bainbridge, 2013).
o Flexible working promotes the freedom for employees which make negative impact on the internal business environment. |
SECTION 3
Forms of discrimination takes at workplace
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