Q

Implications of equal opportunities legislations for an organization

Unit 36 Guest Model Managing Human Resource Assignment Help - Unit 36 Guest Model Managing Human Resource - Level 5 (Diploma in Business)
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Unit 36 Guest Model Managing Human Resource - Level 5 (Diploma in Business)

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Task 1

Question 1 Explain Guest's Model of HRM as applied to the organization.

Question 2 Choosing two organizations of your choice compare the difference between Storey's definitions of HRM, personnel and IR practices.

Question 1 Assess the implications for line managers and employees of developing a strategic approach to HRM for any organization.

Task 2

Question 1 Explain how a model of flexibility might be applied in your organization.

Question 2 Discuss the types of flexibility that may be developed by Thomas Cook.

Question 3 Assess the use of flexible working practices from both the employees and employers perspective.

Question 4 Discuss the impact that changes in the labor market have had on flexible working practices.

Task 3

Question 1 Explain the forms of discrimination that can take place in the workplace using the examples of recent discrimination cases which has made the news.

Question 2 Discuss the practical implications of equal opportunities legislations for an organization.

Question 3 Compare the approaches to managing equal opportunities and managing diversity. You should give examples from a selected organization and discuss the similarities and differences in their approaches to managing equal opportunities and diversity.

Task 4

Question 1 Select an organization you work or have worked for, identify and compare the performance management methods used.

Question 2 Assess the approaches used to managing employee welfare in Thomas Cook.

Question 3 Discuss the implications of health and safety legislations on human resource practices.

Question 4 Evaluate the impact of another topical issue on human resource planning.

The Guest Model of HRM is a framework for understanding the relationship between human resource management (HRM) practices and organizational performance. It was developed by David Guest in the 1990s, and it has become one of the most influential models of HRM in the world.

The Guest Model is based on the idea that HRM practices should be aligned with the organization's overall strategy. It identifies four key HRM practices that are essential for organizational success:

Recruitment and selection: Hiring the right people for the right jobs is essential for any organization. The Guest Model emphasizes the importance of using rigorous recruitment and selection methods to identify and hire high-performing employees.
Training and development: Once employees have been hired, it is important to provide them with the training and development they need to be successful in their roles. The Guest Model emphasizes the importance of investing in training and development, as this can lead to improved employee performance and productivity.
Performance management: Performance management systems should be used to assess employee performance and provide feedback. The Guest Model emphasizes the importance of using fair and objective performance management systems that motivate employees to perform at their best.
Reward systems: Reward systems should be used to recognize and reward high-performing employees. The Guest Model emphasizes the importance of aligning reward systems with the organization's overall strategic goals.

The Guest Model is a comprehensive and well-established framework for understanding and managing human resources. It is applicable to organizations of all sizes and industries, and it can be used to improve organizational performance.

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