Managing Human ResourcesContentsIntroduction................................................................................................................ 2Task 1......................................................................................................................... 31.1 Human resource management and its approaches..............................................31.2 Guest model and Storey model of human resource management........................31.3 Stages of HRM deelopment................................................................................ !Task"2......................................................................................................................... #2.1 $le%i&ility in organi'ation...................................................................................... #2.2 Maintaining (e%i&le )orking condition.................................................................#2.3 Human *apital $le%i&ility...................................................................................... #2.+ ,ene-ts of (e%i&ility from employees perspecties..............................................Technology/............................................................................................................. .Training and Support............................................................................................... .*ulture of (e%i&ility................................................................................................. .0ork life &alance..................................................................................................... .Reduce stress.......................................................................................................... 1Task"3......................................................................................................................... 13.10orkplace discrimination...................................................................................... 13.2 2nsuring e3ual opportunities................................................................................4Task"+......................................................................................................................... 4+.1 5pproaches of performance management...........................................................4+.2 6erformance appraisal methods......................................................................... 11Ranking method.................................................................................................... 11Graphic rating scale form...................................................................................... 11M,7 method.......................................................................................................... 11,5RS form............................................................................................................. 12*ritical incidents method....................................................................................... 12The narratie method............................................................................................ 126aired comparison method.................................................................................... 12$orced distri&ution method................................................................................... 12+.3 Health and safety concerns................................................................................ 12+.+ Re)arding and management strategy...............................................................1311. *onclusions........................................................................................................ 1312. References.......................................................................................................... 13IntroductionThe journey of Innocent Drinks is very much interesting. It started its operation with a simpleparty arrangement, and now it has complex business selling its product more than 1 countries.Innocent!soperatingareas aresmoothies, juices andveggies. Themissionstatement of thiscompany is to make natural, delicious food and drink that helps people live well and die old. "sthe firms demand of product increasing day by day it needs to expand its capacity. #or these alarge number of workforces are needed. It is very much important and sensitive to recruit, select,hiring the right skilled person for the specific job. $o Innocent Drinks %ompany needs to developa strong flexible human resource department for these activities. The company passed the initialstage of business development so the company now boosting up its position so normal humanresource policy will not work here a composite package is needed here. It is the tasks of humanresource manager tocompile whole humanresource policyincludingtraining, motivating,workplacesafety,measuringperformance, e&ual employment opportunity,scopeforshowingskills, reducingtheturnover rateof thecompany. 'nlyaskilleddeterminedgoal attainingmanager can do this for the betterment of Innocent Drinks. Task 11.1 (uman resource management and its approaches)ecan define human resource management as a set of activities of ac&uiring, training,appraising and compensating employees and improving their labor relations ensuring their safetyand fairness concerns. Innocent Drinks %ompany has started their journey as a small enterpriseand sells their products more than 1 countries. "s the company expands its business rapidly themost important factor is to manage its human resource. *anaging human resource is a complextask, soahumanresourcemanager needstoanaly+eseveral approachesofhumanresourcemanagement. 'rgani+ations (, systems can be transactional based, corporate style or the centerof expertise systems. Innocent drinks as a small enterprise here human resource managementtechni&ueshouldbetakeninconsideringvarious aspects suchas costs, number of labors,hierarchy of management etc. In strategic management system (, -(uman ,esource. policiesare directed to the organi+ations aims. (ere employee knowledge, training and skills areresources which are known as human capital. In performance based human resourcemanagement employees jobactivities are evaluated. 'nthe other handinevidence basedmanagement system use of data, analytics, facts, scientific rigor, research/case studies to supporthuman resource decision making. -Dessler 10th edition..1.0 1uest model and $torey model of human resource management $everal renowned authors provide different model of managing human resource management. Inanaly+ing the (, need of Innocent Drinks it is helpful to take the help of guest model and storeymodel of human resource management. HRMstrategyHRMpracticesHRMoutcomesBehavioraloutcomes PerformanceoutcomesFinancialoutcomesDifferentiation-innovation.$election %ommitment 2ffort1reater &uality, 3rofits-innovation.productivityprofitsTraining#ocus-&uality."ppraisal 4uality%o5operationandinvolvement,educed ,eturn on-&uality. involvementabsenteeism, laborturnover and conflict,eturn oninvestment,eword%ost-costreduction.6ob design #lexibility'rgani+ationalciti+enship Involvement$tatusandsecurityTable 7 The guest model of (,*"bove table shows that strategy taken for bringing differentiation in the organi+ation, reducingcost, and &uality enhancement both are important for innocent drinks. In this process the humanresource activities are selection, training, appraisal, reword, job design, involvement, status andmaintaining security etc. If the company follows the model it can get the outcomes of greatercommitment from employees, outcome and &uality services. $ome of the behavioral outcomesareorgani+ational citi+enship, cooperationandjobinvolvement andgreatereffort toachieveorgani+ational goals. 8yfollowingthis model the companyreallycanachieve its desiredoutcomes such as high rate of profit, skilled manpower, lower turnover, attracting investors etc.$torey identifies four categories of human resource management techni&ues which are beliefsand assumptions, strategic concepts, line management, and keylevers, which include thefunctionsof(,suchasselection, pay,andsoon.$torey!smodelcanbeusedasatoolforresearch and analysis of organi+ation. (e identified personnel management as beingbureaucratic, basedonrules andprocedures andseenas aseparate functionfromgeneralmanagement. 'n the other hand, (,* is seen as related to the business need, and central to thecorporate plan and the responsibility of all managers. $torey not only identified the shift towardshuman resource management, he also described two approaches to (,* as 9hard! and 9soft!. 8yconsideringtheboththeorywecaneasilymakeadifferentiationof personnel andhumanresource management. :iews people as a resource used as a means of achieving organi+ationalgoalsisknownashard(,*-humanresourcemanagement. ontheother handencouragesemployers to develop strategies to gain employee commitment is called soft (,*. 1.; $tages of (,* development"sinthecasetherearefour stagesof developinghumanresourcemanagement. Theseare2ntrepreneurial edge, 2merging enterprise, %onsolidating organi+ation, 2stablished organi+ation.TheInnocentDrinks%ompanybelongstoconsolidatingstage. 8ecausethecompanypassingthrough the stage where a formal structure is needed to manage its whole human labor.