Managing Human Resource

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Executive Summary
Human resource is merely a function designed to maximize employees performance. It is a
managerial activity that works for the assessment of organizational progression arising from
communal bargaining and governmental forces. This assignment emphasizes on How Innocent
Drinks is being redefined by the human resource management perspective and what are the
functions. By providing pertinent evidence and ideas this report also includes adequate passivity
and improvement in marketplace, unbiased influential opportunities in the organization and the
approaches towards human resource management of Innocent Drinks.

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Table of Contents
Executive Summary.........................................................................................................................2
Introduction......................................................................................................................................4
Task 1 Understanding the different perspectives of human resource management.........................5
1.1 Guests model of HRM..........................................................................................................5
1.2 Differences between Storeys definitions of HRM, personnel and IR practices...................6
HRM and IR practice...............................................................................................................7
1.3 Assessment of the implications for line managers and employees of developing a strategic
approach to HRM........................................................................................................................8
Task 2 Understanding ways of developing flexibility within the workplace..................................9
2.1 explaining how a model of flexibility might be applied in practice......................................9
2.2 discussing the types of flexibility which may be developed by an organization...................9
2.3 Assessing the use of flexible working practices from both the employee and the employer
perspective.................................................................................................................................11
Employers perspective (Innocent Drinks)............................................................................11
Employee perspective...........................................................................................................12
2.4 Discussing the impact that changes in the labour market have had on flexible working
practices.....................................................................................................................................12
Task 3 Understanding the impact of equal opportunities within the workplace............................13
3.1 Explaining the forms of discrimination that can take place in the workplace: gender,
Discrimination based on ethnicity:............................................................................................13
3.2 Discussing the practical implications of equal opportunities legislation for an organization
...................................................................................................................................................14
3.3 Comparing the approaches to managing equal opportunities and managing diversity.......15
Task 4 Understanding approaches to human resources practices in organizations.......................16
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4.1 Comparing different methods of performance management...............................................16

Past Oriented Methods...........................................................................................................16
Future Oriented Methods.......................................................................................................16
4.2 Assessing the approaches to the practice of managing employee welfare in a selected
organization...............................................................................................................................17
4.3 Discussing the implications of health and safety legislation on human resources practices
...................................................................................................................................................18
4.4 Evaluating the impact of one topical issue on human resources practices..........................18
Conclusion.....................................................................................................................................19
Bibliography & References...........................................................................................................20

Introduction
The group of people to whom the organizational advancement depends much on are called
Personnel. As HR department works with personnel each copious organization should have its
own HR department to monitor, direct and control their activities so that the company is not
hampered by their activities. Innocent was founded by three Cambridge University graduates:
Richard Reed, Adam Balon and Jon Wright. Setting up their journey in 1999, this renowned
smoothy making company has been successfully producing and selling smoothies and juice
products in about 15 countries all around the world till now. Innocent Drinks serves its food item
for lunch, delis, and outlets in supermarkets to takeaway venues. Innocent Drinks believes in the
mission of making healthy, natural, delicious food and drink for the world and make people live
well and die old.

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Task

Understanding

the

different

perspectives of human resource management

1.1 Guests model of HRM
A second soft HRM model came from David Guest in 1987.Guests Model employs a 'flow'
approach, seeing strategy underpinning practice, leading to a variety of desired outcomes. The
basic six dimensions (Innocent Drinks, 2013) are:

Strategy of HRM
Outcomes of HRM
Practices of HRM
Outcomes of Behaviour
Outcomes of Performance
Outcomes of Finance

There is a basic assumption that human resource management is distinctively different than
traditional personnel management. In our study, the Guests model is based on the belief that
commitment have a direct relationship with valued business consequences. Guest has dignified
the commitment concept though it is quite critical to make. A flow approaching of the over
viewing strategy, supporting practices of desired result is required in Guests model of HRM.

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Figure: Guests Model (Mintel.

2011)
Guest model is basically imitate
the

work

activities

of

employees who are focused on

organizational

objectives

and

goals. The model is slightly affected by trade union and others. In BBC, employee relationship
between the organization and the individual is founded (News Business, 2010).

1.2 Differences between Storeys definitions of

HRM, personnel and IR practices
Human resource managements first job starts with recruiting new employees and ends up with
retaining them (CIPD, 2012). The fundamental process involves recruiting fresh employees
further promoting and preserving them in the organization.
There are two types of human resource management dishtinguished bySir John Storey- Hard
HRM and Soft HRM. Hard HRM is an employee management system on which workers are
considered a resource that needs to be controlled in order to achieve the best possible profit and
competitive advantage.

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Figure: Storeys HR direction(CIPD. 2012)

In Hard HRM employees are simply resources of the business; similar to machinery whereas in
soft HRM employees are the most important resource in the business and a source of competitive
advantage. Soft HRM works with communicating and motivating employee. Workforce is led
avoiding in soft HRM and it is covered up with envisaging and meeting the objectives
strategically (Marchington, M & Wilkinson, 2005)
In 1989, according to Stoery, personnel management had some deficiency like marginality,
incredibility, uncertainly and labelling of trash can and assignment to the unlinked duties that
are being hold.
HRM has various philosophy and ways toward management (Stroey, 1989). He says human
resource management hands over a new idea of traditional personnel management.

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1.3

Assessment

of

the

implications

for

line

managers and employees of developing a strategic

approach to HRM
Assessing the implications of Line Managers in Innocent
Drinks
Line managers play an important role in the organizational strategic approach. The managers
control and monitor the employees work activities in the organization. They also measure the
performance of management. It is the lint managers responsibility to direct the lower level
employee. The strategic approach of HRM has been utilized by the line managers in helping of
the good performance of employees (CIPD, 2012). In developing the employees performance
the directions given by the line managers are very important. To improvise employees
performance, line managers adopt some several strategic approaches of HRM to make a
guideline for the employees (Innocents, 2013). In our case, Innocent drinks deal with daily
operational transaction activities of the organization.

Assessing the implications of Employees in Innocent

Drinks

Progression of an organization is mostly depends on the employee performance. For an increased

and numerous outputs, their activities are monitored by the line managers. The employees follow
the direction provided to them. Innocent is consisted of about 260 employees. Though having a
very small number of employees working at Europe zone, it has been said that they are very
efficient and professional in handling the daily operational activities of innocent drinks.

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Task 2 Understanding ways of developing

flexibility within the workplace
2.1 Explaining how a model of flexibility might be
applied in practice
To what extent the organizational employees can perform the job or other activities are known as
organizational flexibility. It is related to both personnel management and human resource
management. Flexibility model helps to bring some more convenience from the environment in
an organization and they are:
Competitiveness
Flexibility helps to beat competitors and get competitive advantage fpr an organization as
the flexible organization can easily adapt to different situations.
Efficiency
Flexibility builds competence in an organization through brainstorming the activity of
personnel in an organization which certainly makes the employees more efficient.
Scheduling Flexibly
Flexibility motivates employees to work for the organization by themselves. The activity
periods of employee should be suitable and favourable. So their activity is scheduled by
flexible organization.
Teambuilding effectiveness
For making an effective communication and building up team spirit, flexibility in an
organization is important. Flexible and efficient teams can bring something especially
good for the organization.

Figure: Flexible Business Model (Mintel. 2011)

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Innocent Drinks has also a flexible organizational structure with internal environment flexibility.
This organization observes others activities in the organization. Employees can come to job at
any time before the specified time. Employees participation in decision making process are also
appreciates in Innocent Drinks. As a flexible organization, Innocent Drinks makes the best
schedule for the organizational employees. Employees additional works are properly paid off by
the Innocent Company. Employees are guided through teaching the technological appliance in
the organization for different issues.

2.2 Discussing the types of flexibility which may be

developed by an organization
Innocent Drinks is the most flexible organization in the juice producing businesses in the Europe
and US zone. This entrepreneurial business became the employer of the year. Employees and
other stakeholders have flexible approach towards the organization. The organization follows
some sort of flexibility model(Mintel. 2011).
Numerical
Cultural
Functional
Temporal
Financial
Locational

Numerical flexibility
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Innocent drink wanted to shift the number of employees in the organization but before that they
had focused on the numerical flexibility. The market situation never let Innocent drinks to shift
downward the number of employee in the business.
Cultural flexibility
Finding out the cultural variation on different places around the world, Innocent drink launched
different juices and smoothies for attaining cultural flexibility (BBC News Business, 2010).
Functional flexibility
Employees that are adept in multitasking are the most demanded employees and Innocent tries to
recruit this kind of employees as most of their activities require multitasking.
Financial flexibility
It is the most crucial flexibility. Innocent Business, as supporting align of Coca Cola, is really
strong in their financial position in the market. This business satisfies premium payment to its
employees with other extra facilities.
Location flexibility
Location flexibility allows Innocent Drinks to position employees in different regions in the
world. This business supplies its products in 15 different nations. The regional employees
manage the stalls, outlets of super shops and stores in these nations (Design Council. 2012)
Temporal flexibility
Temporal flexibility in Innocent Drinks allows magnifying the business hours in the
organization. This business evades its non-productive hours from a day. Employees in the
organization work flexibly and productively.

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2.3 Assessing the use of flexible working practices

from

both

the

employee

and

the

employer

perspective
Flexible working practices support both the employer and employees in an organization.
Innocent Drinks has favourable working environment where the employees and employers can
get advantage (Innocent website. 2012).

Employers and employees perspective

Employers and employees can get benefitted from the flexible working practices from the
perspective of Innocent Drinks (Britvic. 2012). The advantages in this case have been focusing
below:

Improved competitiveness supports the organization

Giving opportunities to expand operating hours in business
Satisfying employees and getting improved morale in the employees
Minimizing sickness spectrum
Minimizing the absence cost
Aiding efficiency in the performance of employees
Attracting and retaining diversified and experience and efficient workforce
Minimizing the cost of recruiting in support of Innocent Drinks
Minimizing the turnover rate of employees
Increasing loyalty in customers through satisfaction and less employee turnover direct by
Innocent Drinks (Design Council. 2012).

2.4 Discussing the impact that changes in the

labour

market

have

had

on

flexible

working

practices
Labour market is rapidly changing in most of the countries where Innocent Drinks is operating.
Labour market changes because the external environment changes around the world (Mintel.
2009).

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A little bit changed in political environment in UK sometimes brings positive shifts in the
labour market. But sometimes if the business demand of Innocent Drinks is uprising in any
situation. , it brings negative changes in the market. Innocent Drinks enjoyed some benefits in
the change of political environment. The negative change in the environment mitigates the basic
payment of some skilled employees and Innocent Drinks takes the advantage by hiring them in
greater evaluations (Britvic. 2012).
Economic environment doesnt change that much in UK and US so the labour market
changes abruptly. Innocent Drinks can get skilled employees within short period because of its
flexible work environment and also as the demand of skilled employees is increasing.
Employees find the enhanced opportunity for switching their current jobs. They want a flexible
environment where they are supposed to work without any barriers (Innocents 2013). As a
flexible business, Innocent Drinks evaluates its employees with utmost priorities and can get
skilled employees from the competitive labour market.

Task 3 Understanding the impact of equal

opportunities within the workplace
3.1 Explaining the forms of discrimination that can
take place in the workplace: gender, Discrimination
based on ethnicity:
Religious Discrimination
This type of discernment refers to the mean conduct to employees of specific religions. This
practice negatively distresses some well-known businesses. Innocent Drinks has employees from
different cultures and religions. Innocent drinks place business employees here that are from
different religions (Design Council. 2012).
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Aging Discrimination
Some organizations prefer qualified and old employees to develop a better output leaving
freshers sidewise from the organization. Some organizations again disperse the old employees
from the organization to cope up with the up-to-date and viable business environment (Marketing
Week. 2012). The young and fresh talents are given priorities in the Innocent while hiring
employees. Innocent Drinks pursuits the intentional workers whether he is old or young.
Gender Discrimination
This type of discrimination is a threat to the organization. In the contemporary business
environment, equal treatments are expected by the employees especially by the female workers.
Innocent Drinks handles this kind of situation professionally by treating both male and female
workers equally prioritizing the efficiency and innovations of the workers.
Racial Discrimination
Innocent Drinks is out of the barriers of racial discrimination. Ethnicity issues are given priority
by the business. Different ethnic people are working here as the organizational vision is to grow
stronger in the market (Nexis. 2012).
Disability Discrimination
In some general businesses Disable people are considered as lumber. But in some cases the
disables are smarter than the normal people (BBC News Business. 2010). Innocent Drinks have
fewer employees who are mutilated but the business knows that those employees are better than
the regular employees to some extent.

3.2 Discussing the practical implications of equal

opportunities legislation for an organization
Employees should be treated equally without the consideration of any issue. Innocent Drinks
focuses on that fact. Both female and male workers are working for the juice manufacturing
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business (Innocent website. 2012).The great performance of both gender workers is appreciated
and encouraged by the business.
According to the Equality Act 2010
Employees in the organization are the most important resource and this resource should be
sustained carefully. Employees have the right of equivalent treatment from the organization. This
act provisions business employees to get the right (BBC News Business. 2010). Focusing on the
act, Innocent Drinks treats its employees indiscriminately. The business provides the same
opportunities of improvement to its all employees in any position or in any stage.
According to the Sex Discrimination Act 1975,
Sex discrimination act helps employees not to be assaulted by the organization. Some employees
face sexual annoyance and tease from the boss or co-workers. This act protects the victims in this
case (ACAS, 2010). Innocent Drinks monitors this act and take a vigilant observation towards its
employees so that anyone from the workforce doesnt face such maltreatment.
According to the Race Relations Act 1976,
This act supports the different traditional employees working in an organization. This act enacts
strict rules while employees from particular races are not treated correspondingly. Innocent
Drinks combines different racial people from the labour market and can get into with its
business in different ethnic areas (Innocents 2013).
According to the Disability Discrimination Act 1995,
This act protects deactivate people in the organization from the ill-treatment. Innocent Drinks
supports its fewer disable employees with some special advantages related to their physical
barriers (ACAS, 2010).

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3.3 Comparing the approaches to managing equal

opportunities and managing diversity
Prominent business organizations like Adidas, Coca Cola, Pepsi etc. are concentrating on the
management of equal opportunities and diversity. Innocent Drinks has occupied part of those
businesses in case of managing equal opportunities and miscellany (MacKenna, E. & Beech, N.
2008). This business is financed by Coca Cola. As a fruit juice business, Innocent Drinks
supports its employees with the adequate payments, domiciliary opportunities and food-pack
opportunities. The business provides breakfast to the employees all over the world for free. The
employees get the breakfast with equal amount and tastes. Maltreatment has not yet been realised
in the business. Now the organization is in search of capable employees who can accomplish the
managerial activities of the business (Britvic. 2012). Innocent Drinks also affords lunch to one
employee in one day. All employees can get chance of enchanting lunch more than 20 times in a
year with their boss. The business adopts some strategic approaches to be followed:
o
o
o
o
o

Equal elementary payment for every employee

Provided that necessaries to employees
Submitting employees with delicious breakfast
Setting up the mandatory employees in the suitable position
Hiring and enlisting the multitasking employees to deal with different situations

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Task 4 Understanding approaches to human

resources practices in organizations
4.1 Comparing different methods of performance
management
Performance management in an organization is restrained though several approaches.
Organizations use different methods to manage the employee and management enactment
(Marketing Week. 2007). Innocent Drinks also emphasizes on some special methods to measure
the performance of management. Innocent approaches two methods to be followed:
Methods of past orientation
Methods of future orientation

Methods of past orientation

Rating Scales
The performance of management is measured by numerical approaches under this
method. Innocent Drinks scales Low to Excellent to degree the performance of the
employees (Marketing Week. 2011).
Checklist
Innocent Drinks Puts a query of Yes/No toward the performance management. The
business also puts different question criteria in the basket to measure the performance.
Field Review Methods
Innocent Drinks sometimes takes subcontracted experienced persons to assess the
employees performance of a certain department (Innocents 2013).

Methods of future orientation

Management By Objectives

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MBO encompasses different processes like clarifying conclusions and goals for
employees, stating the performance standards (MacKenna, E. & Beech, N. 2008);
differentiating the performance of employees focusing on the goals of the organization
and clarifying specific goals and objectives.
Psychological Appraisals
The performance of employees is uprising day by day with the motivation and support of
Innocent Drinks. Focusing on this categorized appraisal, employees are motivated and
supported mentally by Innocent Drinks (Design Council. 2012).
Feedback of 360 Degree
In this method, the business collects the performance record of one employee from asking
other employee. Innocent Drinks collects information from various stakeholders
(Innocent website. 2012). With this method, the organization can get the performance
feedback of all employees.

4.2 Assessing the approaches to the practice of

managing

employee

welfare

in

selected

organization
With the highest performance record and enhanced satisfaction level of employees, innocent
Drinks has been rewarded as the employer of the year in the Europe Zone. This business
safeguards the highest welfare for its employees (Britvic. 2012). The business helps its
employees through suggesting personal concern. Some food items to its employees are provided
to extemporise the health condition of the business. Innocent Drinks is prickle to its belief that a
little satisfactory thing can change the entire motion of workforce. Innocent Drinks has taken
some steps for employee welfare discussed to be followed:

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Breakfast Approach
With this approach, Innocent Drinks assists its employees with breakfast daily at a certain time
break. The business provides the delicious and healthy items to the employees so that employees
can live with sound mind and body (BBC News Business. 2010).

Lunch mate Approach

Innocent Drinks cant lunch to all of its employees daily but the business arranges special lunch
offer with the three entrepreneurs for one separate employee daily. Within this method,
employees are motivated by the innovative approach of Innocent Drinks (Design Council. 2012).

4.3 Discussing the implications of health and

safety legislation on human resources practices
The legislation in the organization urges to ensure the highest healthy and safety requirements
for the employees. This business is working under the European Union and Innocent Drinks
concentrates on the legislation for safety of its employees (MacKenna, E. & Beech, N. 2008). To
ensure the sound mind and health Innocent Drinks minimize the weekly working hours of
employees (Britvic. 2012). Apart from that, the business provides part time work opportunities so
that stress in workers can be diminished. Innocent Drinks provides breaks after indicated
working hours in a day. To keep enthusiastic employees in the business, Innocent Drinks some
vocational opportunities to the employees in some special national days. CIPD 2012 protects
employees to get back their right of being healthy and secured in the workplace (Acas, 2010).

4.4 Evaluating the impact of one topical issue on

human resources practices
Innocent Drinks supports the general concept of HRM practices and adapts "payments and
awards". This practice is designed to motivate their employees so that the employees can
contribute their potentiality to their fullest limit and is an example of the method of maximizing
employee performance (BBC News Business. 2010).
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The highest salary and rewards are given on the basis of job performance. Each employee's
annual salary is based on the high performance and the ability to take each year is increasing the
reward. Moreover, "PRP bonus" is an annual award. Yearly goals are reached successfully
(Innocents 2013). All employees have the opportunity to share in the success. In addition, all
employees are facilitated with the private health care as well as life insurance and critical illness
cover safety. In addition to people, for example, to save the coupon scheme childcare tax system
helps save money where possible tax savings schemes saves the tax payable. A once-a-year
scholarship is offered to an employee of the company. Different clubs under Innocent Drinks
crowns hat to the employees who organize really well. Employees are also offered cup of tea
here (ACAS, 2010). The company wants to create an amicable environment to increase
productivity and to work for its employees.

Conclusion
As management is all about managing people tactfully, there is no organization without the help
of human resource management because organization stays competitive with the strength of its
human resource management. HRM train, motivate and promote personnel after recruiting them
and retain them for maximizing outputs utilizing their potentiality. Employees are primarily
trilled through several steps by human resource managers. Line managers also perform human

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resource functions by also maintaining the lower level employees assigned for the basic
operation function.

Bibliography & References

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March 2015. Available at: http://www.lexisnexis.com
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Mintel. (2009). Market Re-Forecasts: Food and Drink: 2009: Smoothies., [Online]. Last
accessed

on

March

2015.

Available

at:

http://academic.mintel.com/sinatra/oxygen_academic/search_results/show&/display/id=227765/
display/id=447522#atom0
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