Assignment

Submitted

on

Managing

Human

Resources

to:

Submitted by:

Date of Submission:

Contents
Introduction:................................................................................................................... 2
LO 01: Understand the different perspectives of human resource management.................................2
1.1 EXPLAIN HOW THE GUESTS MODEL OF HRM IS ADOPTED AT INNOCENT DRINKS....2
1.2 COMPARE THE DIFFERENCE BETWEEN STOREYS DEFINITIONS OF HRM, PERSONNEL
AND IR PRACTICES; REFLECTING THE HRM PRACTICES AT INNOCENT DRINKS............3
1.3 ASSESS THE IMPLICATIONS FOR LINE MANAGERS AND EMPLOYEES OF
DEVELOPING A STRATEGIC APPROACH TO HRM AT INNOCENT DRINKS........................4
LO 02: Understanding the ways of developing flexibility within work place....................................4
2.1. EXPLAIN HOW A MODEL OF FLEXIBILITY MIGHT BE APPLIED IN PRACTICE............4
2.2. DISCUSS THE TYPES OF FLEXIBILITY THAT MAY BE DEVELOPED BY INNOCENT
DRINKS.................................................................................................................... 5
2.3 ARGUE BY ASSESSING THE USE OF FLEXIBLE WORKING PRACTICES FROM BOTH
THE EMPLOYEE AND THE EMPLOYER PERSPECTIVE OF INNOCENT DRINKS.................5
2.4. DISCUSS THE IMPACT THAT CHANGES IN THE LABOUR MARKET HAVE HAD ON
FLEXIBLE WORKING PRACTICES AT INNOCENT DRINKS..............................................6
LO 03: Understand the impact of equal opportunities in work place..........................7
3.1. EXPLAIN THE FORMS OF DISCRIMINATION THAT CAN TAKE PLACE IN THE
WORKPLACE............................................................................................................ 7
3.2. DISCUSS THE PRACTICAL IMPLICATIONS OF EQUAL OPPORTUNITIES LEGISLATION
PRACTICED IN INNOCENT DRINKS............................................................................. 7
3.3. COMPARE THE APPROACHES TO MANAGING EQUAL OPPORTUNITIES AND
MANAGING DIVERSITY............................................................................................. 8
LO 04: Understand Approaches to human resource practices in organization............9
4.1. COMPARE AND COMMENT ON DIFFERENT METHODS OF PERFORMANCE
MANAGEMENT ADOPTED BY INNOCENT DRINKS........................................................9
4.2. RESEARCH AND ASSESS THE APPROACHES TO THE PRACTICE OF MANAGING
EMPLOYEE WELFARE IN INNOCENT DRINKS..............................................................9

4.3. DISCUSS THE IMPLICATIONS OF HEALTH AND SAFETY LEGISLATION ON HUMAN

RESOURCES PRACTICES WITH SPECIAL REFERENCE TO INNOCENT DRINKS...............10
4.4. EVALUATE THE IMPACT OF ONE TOPICAL ISSUE ON HUMAN RESOURCES
PRACTICES REFLECTED IN THE CASE STUDY AND ADDITIONAL RESEARCH OF
INNOCENT DRINKS................................................................................................. 10
Conclusion:.................................................................................................................. 11
References:.................................................................................................................. 11

Introduction:
Numerous Organizations now understand that representatives are the best resources they have
and along these lines the compelling administration of this asset will empower the association to
accomplish its targets. In this assignment on overseeing human assets, I expect to clarify the
Guest Model of human asset administration furthermore the thought of Mr Story in connection to
PM, IR and HRM and how this is actualized in organizations like Innocent Drinks and the
ramifications of these to line supervisors and representatives. I will likewise examine sorts of
model of adaptability and how the sorts that may be produced practically speaking with reference
to Innocent Drinks. I will likewise talk about the effect changes in the work business have on
adaptable working practices at organizations with specific reference to Innocent Drinks.

LO 01: Understand the different perspectives of human resource management

1.1 EXPLAIN HOW THE GUESTS MODEL OF HRM IS ADOPTED AT INNOCENT
DRINKS
The Guest's Model intend to separate work force administration from human asset administration
and in this way expresses that human asset administration is duty based instead of agreeability
based as honed by work force administration. By this, he sees human asset administration as
going past enlistment and preparing of representatives to perceiving workers as resources for the
association that need to be deliberately overseen in an association to pick up their dedication to
3

accomplish hierarchical objectives. This methodology concentrates on the individual needs as

opposed to the aggregate workforce. At Innocent Drinks, this model is embraced by the HRM
division building up the system that expanded representative engagement and trust. To attain to
this, the HRM at Innocent Drinks has the obligation in scouting for the best ability to draw in at
Innocent Drinks, add to the representatives through learning suitable preparing to empower them
perform their parts to the best of their capacity. They likewise changed the authoritative structure
by separating the high pecking order with an excess of layers and putting more obligations in the
hands of representatives. They likewise supported individual authority by changing the
administration style where workers are urged to settle on choices as the vision of the association
is imparted. There was additionally enhanced correspondence utilizing distinctive methodologies
like; Internal representative magazine "Your Innocent Drinks", Morning Briefing, Intranet,
Quarterly worker discussion, Other manifestations of representative voice. (Hord, 2002)
1.2 COMPARE THE DIFFERENCE BETWEEN STOREYS DEFINITIONS OF HRM,
PERSONNEL AND IR PRACTICES; REFLECTING THE HRM PRACTICES AT
INNOCENT DRINKS
Story characterizes HRM as a vital and lucid way to the administration of an organisation`s most
esteemed resources the individuals working there who exclusively and aggregately add to the
accomplishment of its targets. Story additionally recognized in the middle of hard and delicate
types of HRM; "HARD HRM: It stresses the need to oversee individuals in ways that will get
included quality from them and accordingly accomplish upper hand. Consequently it focuses on
quantitative, measurable criteria, control and execution administration. Delicate HRM: The
delicate model of HRM is based upon human relations school and is recognized by Story as
including `treating representatives as esteemed resources, a wellspring of game changer through
their dedication, flexibility and high caliber. The need to pick up duty of representatives, the
diversions of administration and workers should harmonize, joining and cooperation." Source:
Website, John Story, Human Asset Management. Story sees Personnel administration as
administration of the workforce or workers to follow leads as those are required by the managers
of business. It's basically concerned with enrollment, pay roll and vocation laws. He
consequently sees PM "as being bureaucratic, in light of tenets and methods and seen as a
different capacity from general administration." Story concocted 27 key focuses to separate
between PM/IR and HRM. (Hord, 2002)
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As we reflect at HRM hones at Innocent Drinks, we can the model of Story actualized as they
now perceive the key mental needs of people and hence deliberately captivated their
representatives in addressing these needs from non-budgetary remunerates as they give chances
to workers advancement, for them to be included in choice making, add to a group and to do a
mixture of undertakings that all add to Innocent Drinks accomplishing its targets furthermore
with the learning and improvement in Innocent Drinks HRM, the workers are sustained to draw
out the best in them and not checked as in PM. (Hord, 2002)
1.3 ASSESS THE IMPLICATIONS FOR LINE MANAGERS AND EMPLOYEES OF
DEVELOPING A STRATEGIC APPROACH TO HRM AT INNOCENT DRINKS
There are various ramifications for both representatives and line supervisors at Innocent Drinks
when creating vital HRM approaches. Line supervisors need to incorporate such methodologies
with general authoritative society, initiative style, business approaches and objectives particularly
regarding creation. Therefore, HRM perspectives, for example, progressive system in senior
administration and changing the authority style and pivot of employments and division can
introduce different ramifications since line administrators need to abstain from formulating
methodologies that will clash with business operations along these lines contrarily influencing
the qualities and brands Innocent Drinks is known for. For the representatives, the suggestion
range from professional stability, change of compensation and rewards which will now be in
view of execution and commitment to the accomplishment of the group and not on position held,
and terms of conceivable release when not leaving the brands. (Asnof, 2003)

LO 02: Understanding the ways of developing flexibility within work place

2.1. EXPLAIN HOW A MODEL OF FLEXIBILITY MIGHT BE APPLIED IN
PRACTICE
Adaptability in the work environment has turned into a key thing, most particularly in the 21st
Century. It is about workers and a manager rolling out improvements to when, where and how a
man will function to better meet individual and business needs. This implies there are distinctive
models of adaptability that can be connected in the working environment like low maintenance
working, occupation imparting, flexi time, compacted hours, telecommuting, and versatile
5

working and so on. For a model like versatile working, this is a framework whereby a
superintendent makes procurement for a worker to work all or part o f their working week at area
remote from the business' working environment. This can be connected by and by concurring
with the worker to take a shot at an area where they will be included in marketing for the
association. This implies arriving at clients that are far from the superintendent's work
environment with the results of the association. In connection to Innocent Drinks', in
distinguishment of those inborn needs of people, the HRM has created technique that offers a
scope of various adaptable openings for work to address the issues of workers for greatest
engagement and to the regale of the Innocent Drinks. The portable working model is accessible
in Innocent Drinks as versatile working at Airports; the plan is in view of the preferences gave by
broadband innovation so representatives can have admittance to web and intranet to work at
Airport at a lessened expense to the worker yet finishing the contracted working hours. This
additionally has profit for Innocent Drinks as it diminishes cost for the association and enhances
the personal satisfaction of the worker so they can give their best to Innocent Drinks. "Albeit
separate from the Knightsbridge address, Innocent Drinks warrants that its air terminal
representatives are all that much a piece of the Innocent Drinks business, which is the reason
correspondence is premium need, advantages are equivalent and as envoys to our clients
returning home, benchmarks are the same as those of the lead store. (Asnof, 2003)

2.2. DISCUSS THE TYPES OF FLEXIBILITY THAT MAY BE DEVELOPED BY

INNOCENT DRINKS
There are different adaptability sorts that Innocent Drinks can devise and execute in view of the
methodology that have been embraced to completely captivate the workers for higher
productivity and gainfulness. Low maintenance working model can be created to offer open door
for working moms with issues of tyke care yet at the same time needs to seek after a profession
to be a piece of the group. At present as expressed in Innocent Drinks site in their HRM segment,
they enroll transitory specialists amid winter and summer deals period. Likewise at Innocent
Drinks, employment imparting can be produced as they as of now have in framework a
comparative model, work turn which empowers workers to grow new abilities as they work with
others. At Innocent Drinks flexi time model can be created which offers chances to workers like
6

graduates and students enrolled by Innocent Drinks work at once they are not in school. Likewise
Term-time working model will advantage. (Asnof, 2003)
2.3 ARGUE BY ASSESSING THE USE OF FLEXIBLE WORKING PRACTICES FROM
BOTH THE EMPLOYEE AND THE EMPLOYER PERSPECTIVE OF INNOCENT
DRINKS
Businesses typically apply adaptable working practices for different profits and purposes for the
representatives and managers. I am of the perspective that adaptable working practices are in
accordance with balance and differing qualities enactment and human rights acts to guarantee
reasonable working practices that will suit the needs of people and still empower associations
like Innocent Drinks to accomplish their destinations. Case in point, term-time working game
plan will be gainful to understudies who as perpetual staff give their best to the association amid
the occasions and takes unpaid leave amid the school terms. With this course of action, the
association is not losing any cash. On the under hand the representative takes unpaid leave amid
occasion even as a lasting staff. The Innocent Drinks profits from this as they utilize other staff to
cover the movement and recoveries the compensation that could have been to the worker if he be
on obligation. Likewise living up to expectations from remote area or from home advantages
both the worker and superintendent as expense on transport, supplies, office space, office
administrational consumptions, and uses with respect to physical observing of work force are
lessened. The representative still finishes the working hours in the agreement at the comfort of
his home and meets the targets of the association. Furthermore, utilization of low maintenance
and brief occupation inside Innocent Drinks not just profit workers who needs to work at their
helpful time due to issues like kid care or study however it additionally profits Innocent Drinks
as they abstain from spending on components, for example, wellbeing covers, annuities and
retirement bundles that the representatives ought to have profited from if they be in full time
vocation. (Asnof, 2003)
2.4. DISCUSS THE IMPACT THAT CHANGES IN THE LABOUR MARKET HAVE
HAD ON FLEXIBLE WORKING PRACTICES AT INNOCENT DRINKS
It is evident that there have been changes in the worldwide business sector and these
progressions over the work business have influenced adaptable working practices at Innocent
Drinks in different perspectives. The progressions are as an aftereffect of variables like quick
7

developing innovation, increment in undergrad and post graduates enlistment, demographic

change/movement, and so on. In a few ways it is gainful to associations like Innocent Drinks.
Case in point at Innocent Drinks, it is right now showing a pattern that backings obtaining of best
numerous gifts rather than earlier specialization patterns. Case in point, the execution of
adaptability practices that figure out where and when faculty work is getting to be progressively
reasonable and simpler for boot representatives and Innocent Drinks as Innocent Drinks spends
less on staff and still them to finish quality occupations as in their agreement that adds to
Innocent Drinks as yet remaining the top retail on the planet. Additionally the movement and
demographic has affected Innocent Drinks as they now have an expanding gathering of people
from distinctive foundation and society that are ready to tackle full time vocation and low
maintenance occupations in the wake of finishing moves in their primary employments. In
general, such changes have made techniques and methodologies concerning execution of such
practices less demanding and more advantageous, prompting expanded reducing of conventional
business consumptions furthermore boosting the rich social differences that Innocent Drinks has
faith in, as it is placed in their site. (Brewster, 2003)

LO 03: Understand the impact of equal opportunities in

work place
3.1. EXPLAIN THE FORMS OF DISCRIMINATION THAT CAN TAKE PLACE IN THE
WORKPLACE
Numerous manifestations of separation can happen in work environment situations and
circumstances and as being what is indicated Innocent Drinks is not resistant from such
segregation. Sex segregation can happen in a working environment, where certain guidelines
forced on male or female workers against their wish that works in light of a legitimate concern
for the association. Case in point, at Innocent Drinks, the female workers is commanded to wear
cosmetics at all times while on the shop floor; this has not run done well with a percentage of the
female staff. The two-page "women" clothing regulation stipulates: "Full cosmetics at unequaled:
base, blusher, full eyes (not very overwhelming), lipstick, lip liner and gleam are worn at
unsurpassed and looked after tactfully (please consider the store presentation lighting which has
a 'washing out' impact)." According to one of the female staff, Melanie Stark, 24, said her fight
8

with the Knightsbridge store left her "depleted, focused on and upset". Toward the end of this,
she was compelled to leave her place of employment as reported in the papers and on the web. A
business partner at Innocent Drinks claims she has been "determined out" of her employment
over her refusal to wear cosmetics." (Brewster, 2003)
3.2. DISCUSS THE PRACTICAL IMPLICATIONS OF EQUAL OPPORTUNITIES
LEGISLATION PRACTICED IN INNOCENT DRINKS
There are various down to earth suggestions that such enactment has in Innocent Drinks, both
positive and negative. For example, Innocent Drinks has needed to survey their HRM strategies
and rules to guarantee that they for all intents and purposes consider segregation as inadmissible.
Furthermore, they have needed to source mastery to survey for all intents and purposes the
majority of their operation rules and systems to guarantee that they are not disregarding equity
enactment and other comparative codes of practice inside the UK. This has monetary
ramifications as they need to pay outside experts that will be contracted for this undertaking.
Innocent Drinks in other to experience its notoriety for being an equivalent open door association
that restricts separation, they need to show this freely through their approaches and methodology
and in the arrangement of its staff. This infers that it will have affect in their enrollment
procedure offering chance to all qualified individuals paying little respect to their religious
conviction, age and sexual orientation. An alternate ramifications this has on Innocent Drinks is,
they stand the danger of indictment if they neglect to consent to uniformity enactment or in
circumstance any of the workers feel being oppressed similar to the case above when Riam Dean
sued them for been expelled from her work due to her handicap which was not influencing her
execution of her obligations. (Brewster, 2003)
3.3. COMPARE THE APPROACHES TO MANAGING EQUAL OPPORTUNITIES AND
MANAGING DIVERSITY
Balance and assorted qualities in the working environment can be advanced after comparable
methodologies as they work as one. Hence, in Innocent Drinks the methodologies for overseeing
equivalent open door and differing qualities have been working at the same time. This
methodology offers chance to all qualified people paying little mind to the piece of the nation
they are from to be utilized to work at Innocent Drinks. An alternate methodology being utilized
at Innocent Drinks is use of uniformity of sexual orientation in their senior administration group
9

and line chiefs. There is no sex separation concerning arrangement into positions as both male
and female that has the right aptitudes and ability are contracted to convey to drive the
association forward. An alternate methodology utilized at Innocent Drinks is as a part of the
territory of open correspondence with representatives that engages workers to air their
perspectives and be listened to and those representatives concerns are gone to advance their
welfare as key resources of Innocent Drinks. (Boxall, 2005)

LO

04:

Understand

Approaches

to

human

resource

practices in organization
4.1. COMPARE AND COMMENT ON DIFFERENT METHODS OF PERFORMANCE
MANAGEMENT ADOPTED BY INNOCENT DRINKS
Execution administration includes checking and investigating exhibitions of representatives so as
to recognize ranges they are performing astounding administration and the region that need extra
change and those that are influencing an organization inconveniently. At Innocent Drinks,
execution administration routines incorporate those that emphasis on worker gatherings or
groups, generation lines, divisions, and organization limbs or auxiliaries. In general, all strategies
for execution administration are comparative in light of the fact that they all assistance Innocent
Drinks HRM to recognize genuine execution levels of representatives. For example for the
situation study seen, they use "Ability Spotting by this strategy, they recognize capable
individuals who can make vital commitments to Innocent Drinks. As per Laura Gorse who meets
expectations in this office, Innocent Drinks detected her ability and provided for her chance to
assume higher liability to draw out the very best within the woman. "At that time I was uncertain
around another open door so I didn't inspire myself however Innocent Drinks poked me in the
right course and provided for me an opportunity to succeed. (Boxall, 2005)
4.2. RESEARCH AND ASSESS THE APPROACHES TO THE PRACTICE OF
MANAGING EMPLOYEE WELFARE IN INNOCENT DRINKS
Overseeing worker welfare in Innocent Drinks is a piece of HRM division parts. Inside the HR
Management at Innocent Drinks is the Employee Relations Team, they have the obligation on
dealing with a few issues that influence the general prosperity of workers to guarantee their
dedication and execution are not contrarily influenced by issues like grievance, strategies and
10

systems and repetition. From the examination completed on Innocent Drinks HRM, it is
expressed that the representative connection group additionally built up the annuity plot that is
exceptionally viable in meeting the workers' welfare. Going about as a direct connection in the
middle of workers and our supplier, Pensions support the plan's 1,100 individuals with each part
of putting something aside for what's to come." (Boxall, 2005)
4.3. DISCUSS THE IMPLICATIONS OF HEALTH AND SAFETY LEGISLATION ON
HUMAN RESOURCES PRACTICES WITH SPECIAL REFERENCE TO INNOCENT
DRINKS
Wellbeing and security enactment has suggestions on the acts of human asset rehearses at
Innocent Drinks as they are under commitment to submit to them not just for the wellbeing and
prosperity of their representatives and clients, additionally for the overall population. There
could be expanded consumption of organization assets. For example, wellbeing enactments like
Health and Safety Act 1974 typically request that superintendents need to establishment
important projects that will guarantee satisfactory wellbeing norms of representatives both amid
enrollment and working lives. Wellbeing and security enactment considers organizations in
charge of the wellbeing and security of representatives whilst at the working environment and
offers hardened punishments for any infringement of such. Additionally, human asset supervisors
need to guarantee that both representatives and organization situations agree to express
prerequisites, and this infers additional expenses in preparing workers on wellbeing and security
issues. Wellbeing and security enactment influences ordinary HRM rehearses since they structure
a critical figure even their approaches and methodology. (Becker, 2001)
4.4. EVALUATE THE IMPACT OF ONE TOPICAL ISSUE ON HUMAN RESOURCES
PRACTICES REFLECTED IN THE CASE STUDY AND ADDITIONAL RESEARCH OF
INNOCENT DRINKS
Certain topical issues influence human asset rehearses crosswise over most divisions in any
business association. One noteworthy topical issue that has affected the HM rehearses at
Innocent Drinks is the way of life of the association. The way of life at Innocent Drinks shapes
the way the human asset administration does enlistment and engagement of representatives. The
effect of this is that the enrollment group of HR at Innocent Drinks has arrangement of meeting
stages (Initial application, CV screen, Telephone/feature meeting, Assessment Center,
11

Resourcing meeting, Line administration meeting, Prepared undertaking and last stage meeting 8 all in all), for candidates to guarantee effective hopefuls will adjust to the way of life. Also, the
learning and improvement some piece of HR are "individuals concentrated with a specific end
goal to better captivate with its workers." This aftereffect of this as expressed for the situation
study is that it provides for its representatives a voice for change. All representatives are urged to
give input on every part of how Innocent Drinks works. (Becker, 2001)

Conclusion:
The human assets administration group proposes to the administration group how to deliberately
oversee individuals as business assets. This incorporates overseeing enlisting and employing
representatives, organizing worker advantages and recommending representative preparing and
advancement methodologies. Along these lines, HR experts are advisors, not specialists in a
confined business capacity; they exhort chiefs on numerous issues identified with representatives
and how they help the association attain to its objectives.

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