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Human Resource Management: Journal Of Industrial Relations

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Question: 1. Explain Guest’s model of HRM 2. Compare the differences between Storey’s definitions of HRM, personnel and HR practices   3. Assess the implications for line managers and employees of developing a strategic approach to HRM     Answer: 1. Guest model of HRM As per David Guest, the Human resource management study has 6 dimensions which need to be analyzed in the correct manner. The six dimensions are HRM strategy, practices of HRM, outcomes of HRM, behavioral outcomes, performance outcomes and financial outcomes. The model is completely prescriptive in nature and is of the assumption that the new models are completely different from the traditional personnel management models. The model is very objective in nature and intends to work on all critical aspects of the Human resource field. It is very interesting to see that the model intend to work on the financial aspect as well which allows the usage of proper metrics. This can also help organization understand the importance of HRM strategy as the money equated value is comparatively easier to understand. Any business has one important function related to HRM and this is where the concept of HRM is very critical and all businesses should value it. It is expected that in years to come the same would become more and more important as people will become flexible and organization need to understand the same. Employees will be on social platform and hence there feedbacks will be seen there and hence the challenge of having a comprehensive HRM strategy is very difficult. The new models like the one shown by David Guest try to cover all the aspects of HRM field. 2. Storey’s definition of HRM, Personnel and HR practices Human capability and commitment is what differentiates organizations. Moreover, HRM needs to be implemented into the organizational strategy and needs to be integrated into the management functions because these will assist organization to achieve its goals properly. Story's Definition of HRM recognizes the accompanying purposes of contrast between Personnel, IR Practices & HRM Practices Personnel go for cautious outline of composed contracts while HRM attempt to go past the agreement. Personnel organizes conceiving clear tenets though HRM seeks after a can do standpoint. Personnel manual for administration activity is taking into account techniques while HRM concentrates on business need. Corporate arrangement runs next to each other with Personnel though HRM is coordinated with methodology. Pace of choice is a touch moderate with Personnel contrasted with HRM. The key concern of Personnel is simply work administration while HRM concentrates on client. With Personnel administration's part is value-based though HRM concentrates on transformational initiative. Personnel keep up roundabout correspondence while HRM takes after direct correspondence approach. Selection is a different errand for Personnel while this is an incorporated procedure for HRM. Personnel have faith in altered evaluation pay while HRM has confidence in execution related pay. Job configuration is in light of division of work with Personnel while HRM means   3. Implications for Line Managers and Employees towards HR Strategy Various advantages exist in utilizing line directors as engineers of individuals. They can oversee operational expenses viably. They can apply specialized mastery where vital. Line directors compose work assignment and Rota. They screen and assess work forms. They measure operational execution and check quality. Line supervisors manage clients and customers straightforwardly. HRM Employees assume the most critical part in HRM since they are the key resource and we additionally must recollect that high-performing and creative workers are the es

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