Premium Essay

Human Resource Management in British Perepective

In: Business and Management

Submitted By dasilva
Words 3018
Pages 13
HUMAN RESOURCE MANAGEMENT

Human Resource management in UK perspectives

Contents

Introduction 3
Literature review and Critical analysis 4
World War I and II 4-6
Training and development 6-7
Total Quality Management (TQM) 7-8
Conclusion 8
References .............................................................................................................................................9

Introduction

The purpose of this essay is to consider the work of Audrey Collin in British perspectives compared to the international perspectives. Secondly to identify human resource issue and look at in British point of view. The studies of HRM by Collins provide us a colourful findings and rich competing theoretical outlook.
HRM run through all human resource processes such as recruitment, selection, and performance evaluation as well as formal human resource policies, which direct and to some extent hamper the progress of specific practices; and over arching human resource thought, which state the principles that inform an organization's policies and practices. Ideally, these embrace a system that exert a pull on, develops, motivates, and maintain workers who guarantee the effective operation and survival of the business and its component. To be on familiar terms with HRM in context we must think about how these elements of HRM are affected by the internal and external environments of organizations. The internal organizational contextual factors are company strategy, technology, organizational structure, organizational life cycle phase, and size of the company. The external contextual factors are legal, social, and political environments; unionization; labour market conditions; industry characteristics and national culture.
The context of HRM is based on complex human relationship in the organization between management and employee…...

Similar Documents

Premium Essay

International Human Resource Management

...| International Human Resource Management | Essay Title: I am an academic consultant to a British based Cosmetics PLC whose principal markets are in Britain where it has the largest market share of ‘ecologically and ethically friendly’ cleansing products. The Board of Directors is considering a proposal to move 50% of the company’s production process from Britain to China. You have been asked to advise the board on the implications for the company of making such a move. In your essay, critically evaluate the various industrial, economic employment relations and ethical factors, which the board will need to consider before deciding whether to move part of their manufacturing operation to China. | | Name & ID: Sharmin Sarna Word count: 2194 | 3/30/2012 | | International Human resource management (IHRM) describes as human resource management issues and problems arising from the internationalisation of business, and the HRM strategies, policies and practices that global firms pursue in response to the internationalisation process. The process of globalisation - the integration of markets, new markets (e.g. China) increased foreign direct investment by many multinational companies (MNCs), and cross-border integration of production and services. MNCs with distinctive competencies can potentially realise higher profits by applying those competencies in foreign markets, where local competitors lack similar competencies (Bratton & Gold, 2007). As......

Words: 2690 - Pages: 11

Premium Essay

Human Resource Management Strategy

...Table of Contents Introduction 2 Human Resource Defined 3 Strategic HRM Elements 3 Strategic Planning 4 Strategy 4 Strategic HRM and Goals & Objectives 4 SHRM – A tool to achieve organization’s goals and objectives 6 Case Study 7 Company Information 7 Company background 7 Core strategic aims and values 7 Pest Analysis 8 Political Factors 8 Economic Factors 9 Social Factors 9 Technological Factors 9 Employee and human relations 10 Human Relations 10 Key Success Variables 10 Employee Relations 10 Key Success Variables 11 Global market value and competitive advantage 11 Internal & external customer satisfaction 11 Key Success Variables 12 Conclusion 12 List of Figures Figure 1: Strategic Human Resource Management Model 6 Figure 2: Traditional HR versus Strategic HR 7 Figure 3: Pest Model 9 Introduction In the current global business environment, the role of HR cannot be neglected. HR consideration is equally important as the knowledge economy expects from their workforce to share their contribution in building the structure of the ideas for the benefits of organization as a whole and at the same time support in compliance of its strategy. HR competent people working in an organization set the benchmark in value additions for the business activities that are undertaken in return to have the desired achievements of goals and objectives. Hence it has been pretty crucial to acquaint with the dynamic HR changes that are happening in an......

Words: 2620 - Pages: 11

Premium Essay

Human Resource Management

...Unit 6.1 Human resource Management Table of Content Content............................................................................................................................Page Introduction....................................................................................................................3 LO 1................................................................................................................................3 Strategic Human Resource Management........................................................................3 Strategic Human Resource Management Model............................................................4 Importance of SHRM.....................................................................................................4 Framework of SHRM.....................................................................................................5 LO2.................................................................................................................................8 HRM process..................................................................................................................8 Roles in SHRM..............................................................................................................9 Development and implementation of HRM strategies..................................................10 LO 3............................................................................................

Words: 4642 - Pages: 19

Premium Essay

Human Resource Management

...Unit 6.1 Human Resource Management Level 6 15 Credits Sample Assignment To succeed in this unit, you are required to complete two assignments. You must ensure that you cover all the assessment criteria for this unit over the two assignments as indicated. . Assignment One You have been invited to contribute an article to the journal ‘Personnel Today’. The journal is commissioning a series of articles introducing principles of Human Resource Management (HRM) to senior managers from other functional management areas. The first article is entitled ‘Ensure the success of your business through effective human resource strategies’ Your article must be suitable for senior managers and written in a style appropriate for a professional journal. You should refer to relevant theory. You may use diagrams and illustrations if you wish. The article must cover: • A definition of strategic human resource management and a comparison of at least two models of strategic HRM • Reasons for the importance of HRM in organisations • Explanation and analysis of an HRM framework • Explanation of the HRM process and how strategies are developed • An assessment of the roles in strategic HRM This assignment covers assessment criteria 1.1, 1.2, 1.3, 2.1, 2.2, and 2.3. A bibliography must be attached. Assignment Two Case Study Read the information about British Airways. Carry out further research by reading the latest BA annual report and articles related...

Words: 752 - Pages: 4

Premium Essay

Strategic Human Resources Management

...Strategic Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource management. •......

Words: 32978 - Pages: 132

Premium Essay

Human Resource Management

...Within the past 100 years organisations have seen significant changes in the markets they operate within. Increasing flexibility, globalisation and fierce competition from emerging economies have been the fundamental drivers modelling the human resource management field to become what it is today. Motivation has always been an issue for many businesses, and the ‘traditional’ methods of attempting to solve this problem have been to slightly increase the employee’s wages, in the hope that they would respond by increasing their effort. However in the UK, nearing the end of the nineteenth century, firms such as Cadburys and Quakers began providing accommodation and education for their workers (Wilton, 2011). This marked the initial shift in the nature of the employment relationship, and drawing on Maslow’s hierarchy of needs it can be seen that this would help satisfy the two basic tiers of ‘psychological’ and ‘safety’ (Maslow, 1954). This essay aims to critically evaluate the concept of the psychological contract, then analyse why in managing the modern day employment relationship and understanding of the psychological contract is important, relevant theories and academic models will be used where appropriate. The question will be addressed in three sections; firstly the concept and history of the psychological contract will be briefly covered, secondly and critical focus will be shown towards the concept of the contract, and finally we will examine the practicality of......

Words: 3165 - Pages: 13

Premium Essay

Human Resource Management

...Human Resource Management: Introduction: Human resource management (HRM or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In startup companies, HR's duties may be performed by trained professionals. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business (Guest, D.E. (1998)). The company I have chosen to do my assignment on is “Marks and Spencer”. The reason why I chose this organization was because of its popularity in our economy also its reputation in people’s perspectives. Marks and Spencer PLC is a major British multinational retailer in UK. It specializes in the selling of clothing and luxury food products. M&S was founded in 1884 by Michael Marks and Thomas Spencer in Leeds. Company Background: Marks & Spencer is one of the UK's leading retailers of clothing, foods, home ware and financial services, serving 10 million customers a week in over 300 UK stores. The Company also trades in 30 countries worldwide, and has a Group turnover in excess of £8 billion (Prahalad, C. and Hamel, G. (1990)). M&S expanded into UK in 1973, and at one point had forty......

Words: 3268 - Pages: 14

Premium Essay

Human Resource Management

...presentations, personality tests, role-playing, one-to- one interview and group discussions. So is the experience really as unpleasant, unfair and nail-biting as it appears? Let’s consider this particular methodology more thoroughly. The nature of assessment centres The assessment centre is not, as its name might imply, a place, nor is it a single unified method of predicting job performance. Essentially, an assessment centre is a structured combination of assessment techniques that are used to provide a wide-ranging, holistic assessment of each participant. However, in practice, each attribute is analysed out of the whole. The assessment centre as it exists today is a lineal descendant of the multiple assessment procedures used by German and British psychologists during the Second World War and adopted by the American Office of Strategic Services as an aid in selecting agents and operatives. Its popularity has grown since then, prompting Hinrichs (1978) to refer to the assessment centre as "one of the more phenomenal success stories of applied psychology". A number of commentators have suggested reasons for this growing popularity. Cook (1994) suggests that it is the current economic climate which is motivating organizations to turn to assessment centres. There also appears to be a general perception that the interview, while a popular method, is less than effective. This scepticism is reinforced by the extant literature available on its validity (Dougherty et al.,......

Words: 1634 - Pages: 7

Premium Essay

Human Resource Management

...Human Resource Management The case study is on Harrods and each task is 1000 word. UK COLLEGE OF BUSINESS AND COMPUTING Module Booklet Course: EDEXCEL BTEC Group: Ed excel HND Group Module: Unit 21 – Human Resource Management Module type: Optional Module Code: : K/601/1264 Module Credit: 15 Teaching Period: (15+6 weeks) Level: 4 Contact Hours: (15*3+6*3 = 63) Lecturers: 15 weeks Revision Clinic: 3 week Feedback and assignment guidance: 3 weeks Lecturer: Mr Stephen Moore Start date: 03/10/2013 Day: Thursday Time: 10.00 – 1.00 Room: LH 02 Term: Sept 2013 – Jan 2014 CONTENTS 1. INTRODUCTION, AIMS AND OBJECTIVES 2. MODULE OUTLINE AND TEACHING METHODS 3. READING AND COURSE PREPRATION 4. LECTURE WITH DETAILED COURSE PROGRAMME AND OBJECTIVES 5. ASSESSMENT DETAILS Welcome to the Human Resources Management lecture class Module Leader: Mrs. SUNITA KOTTA ...

Words: 6807 - Pages: 28

Premium Essay

British Airways Human Resource Management Stretagies

...Assessment of British Airways Human Resource Management Strategies In a human body, heart is the most important part form where we can judge whether body working fine or not. In the same way in any organization the most important asset is employees. And to maximize their assets, management should always manage the employees working condition with intelligence and efficiency. If employees of any organization are well managed, the organizations mostly do very well. It is therefore necessary to work on development, building, motivation, enhancement and enrichment of the employees. In general every organization believes that Human Resource (HR) offers them reasonable advantage. These advantages can be Quality work force Quality culture etc. The Strategic Human Resource Management ensures that the employees or human capital of an organization contributes towards its achievements with their performance, knowledge and skills. The Traditional Human Resource is only concerned with the implementation of the policies like: Recruitment, Staffing, Reward, Assessment But when general HRM plug into the organization’s strategy the outcome of HR department more scope to increase the abilities of their workforce and focus on the vision and mission. This connection is made to improve the organization performance and develop organizational culture which in turn facilitates innovation and flexibility. Overall the key principle of Strategic HRM is to achieve......

Words: 2724 - Pages: 11

Free Essay

International Human Resource Management

...This essay will focus on the various factors required when creating equitable pay and benefits packages for a British expatriate managers and engineers, who will be setting up production facilities in Denmark and Spain. Dowling and Welch (2004) defines an expatriate as ‘an employee who is working and temporarily residing in a foreign country’. This definition is also confirmed according to Harzing (2004) and Hollinshead (2010) they describe an expatriate as “a parent country national (PCN) working in foreign subsidiaries of the MNC for a predefined period, usually of 2-5 years”. (CEO Campbell Soup, quoted in Hollinshead 2010) “Too much emphasis on executives’ technical abilities - too little on cultural skills and family situation”. Baruch (2004) explains expatriates are prone to failure and it is a very risky approach; ‘The use of expatriate employees by organizations in their foreign subsidiaries represents a substantial investment with costs of expatriate failure reaching exorbitant levels ’. When focusing on the theory Trompennaar and Hall both indicate some culture issues that an expatriate may face. There are many reasons as to why an expatriate may not be successful and may return to their home country early this called repatriation, reasons for expats living early could be due to family concerns or the managers or engineers have accepted new position in the company, cultural adjustment challenges, security concerns and also career concerns. There are also number......

Words: 2422 - Pages: 10

Free Essay

Human Resource Management

...Human Resource Management Human Resource Management Lecturer Name : Student Name : Andrei Baneoti Student ID : hndb11686 Lecturer Name : Student Name : Andrei Baneoti Student ID : hndb11686 Executive Summary Human resource management is supposed to be the most challenging part of management system of an organization. It is the management system which is concerned about all the aspects of human resource of an organization. As such personnel management, human resource planning, recruitment, motivation, reward system, performance evaluation, cessation of employment all this functions fall under the broad concept of human resource management. Here all these activities of human resource management are presented with the analysis of human resource management at Harrods. Harrods is a popular brand name in the world of business. Here human resource management is discussed in the context of Harrods for understanding the practical application of human resource management. Contents Introduction 5 Understand the Difference between Personnel Management and Human Resource Management 6 1.1 Differentiate between Personnel Management and Human Resource Management 6 1.2 Assess the Function of the Human Resource Management in Contributing to Harrods Purposes 8 1.3 Evaluate the Role and Responsibilities of Line Managers in Human Resource Management 9 1.4 Analyze the Impact of Legal and Regulatory Framework on Human Resource Management 10 Understand How......

Words: 5032 - Pages: 21

Premium Essay

Human Resource Management Management

...Assignment 1: Human Resource Management Overview Manuel Johnican HAS 320 Healthcare Human Resource Management November 1, 2015 HR managers in healthcare have several roles that are rather different and difficult. The main role for Human Resource Managers is constantly evolving based on the life stage of Healthcare facilities and the business. Human Resource managers in health care play a role of an important business partner. They have a significant impact on the facility performances. HR introduces company policies and practices focused on the increase of the performance of employees, maintain the high level of employees’ satisfaction, and designing the unique corporate culture. They are the ones who keep all policies up to date and in its appropriate place. Human Resource Managers lead and manage projects resulting in building the competitive advantage. They are the single point of contact for the management. In healthcare facilities, they share goals with business leaders and take ownership of the strategic HR agenda. Parallel to several other department managers in healthcare, a human resource manager has double uncomplicated functions: One of which is overseeing division occupations and the other one is supervising worker. To perform these task correctly, Human Resource Manager must be well experienced in each of the human resources areas. Areas such as punishments- payment and profits, preparation and progress, employee relations, recruitment, and......

Words: 1888 - Pages: 8

Premium Essay

Human Resource Management

...to downsizing and reorganisation changes which meant that QE was going to reduce its workforce from 500 to 180 engineers. The main cause for this reduction in engineering was benchmarking the QE organisation with engineering organisations of other major competitor airlines such as Emirates airlines, Singapore airlines and British airways, retirement of ageing aircraft, reliability and on-wing performance of newer engines / airframes due to improvement in materials and computers/ programs that simplified administrative tasks. The most significant reason was that Qantas was losing its domestic market share to Virgin Australia and this meant that Qantas had to lower its cost base in order to compete. This reduction in workforce meant that existing engineers had to be flexible & adaptable to learn and pickup engineering functions that redundant staff had been doing all these years. There was clearly a failure to analyse jobs before the transformation and redesign work in line with the new company strategic plan. Table of contents Introduction 6 Background 6 External factors 7 Transformation 7 Recommendations 9 1. Organisational management and planning 9 2. Communication 10 3. Technology 11 Conclusion 12 Reference list 12 Introduction This report focuses on the recent business transformation of Qantas Engineering in which executive management’s decision to cost cut has led to wide scale redundancies and consolidation of Qantas engineering......

Words: 2482 - Pages: 10

Premium Essay

Human Resource Management

...IIBM Institute of Business Management HUMAN RESOURCE MANAGEMENT Subject Code: (B-102) Registration No: P15/04/DL9235 Section A Part One Multiple Choices: 1. c – Ethnocentrism 2. d – Job Description 3. b – Minimum Wages Act, 1948 4. b – Placement 5. b – Training 6. a – Planned Change 7. d – Performance Management System 8. c – Rating Scale 9. a-Human Resources 10. c- Management Game Part Two: Q1. Importance of Career Planning: ❖ It attracts and retains talent by offering careers, not jobs. ❖ Use human resources effectively and achieve greater productivity. ❖ Reduce employee turnover. ❖ Improve employee morale and motivation. ❖ Meet the immediate and future human resource needs of the organisation on a timely basis. ❖ It gives benefits to Employee, Organisation and their relations. Importance of Career Planning in Employee level: ❖ The employee has advance knowledge of career opportunities within the company. He knows where he stands, where he wants to go, who is ahead of him, how to scale the corporate ladder. This helps him set his career goals more realistically and take appropriate steps to realise them. Importance of Career Planning for Organisation: ❖ Organisations can base their decisions more systematically. Fast tracks for stars could be arranged, training to slow movers can be provided,......

Words: 2892 - Pages: 12