Managing Human Resources

I. Introduction.

The aim of my report is to analyse different perspectives of human resource management (HRM), flexibility within the workplace, equal opportunity in UK based organisation Pret a Manger. The key assumption of HRM is that the employment relationship can be managed so that the needs of both organisation and employees are meet, to mutual benefit.
I am working for Pret a Manger company. My HR director has asked me to prepare some information for the Congress of Trade Unions. My tasks is to identified differences in management system and recognise which one is used by company; revive flexibility of employees and its advantages and disadvantages for both   employee and employer; people opportunities within the workplace considering gender, religion, age, sexual orientation, etc.
      Pret a Manger has been opened in 1986 in London and has chain only in UK, Hong     Kong, Singapore and New York. It is a large company which has over 190 shops. It sells fresh made sandwiches and salads using natural, preservative free ingredients, espresso based coffee is big seller too. They offered big variety of another hot and cold drinks, cakes, snacks, dried and fresh fruit.

  II. Different perspectives of human resources management.

Two of the most widely models of human resource management are the hard and soft version. These are based on opposing views of human nature and managerial control strategies.       The hard model is based on notions of hard strategic control and an economic model of man according to Theory X, while soft model is based on control through commitment and Theory Y.

  1. Guests model of hard-soft, loose-tight dimension of HRM.

      1.1. Hard HRM.
Karen Legge (1998) define ‘hard model’ of   HRM as a process emphasising ‘ the close integration of human resource policies with business strategy which regards employees as a resource to be manage in the same rational way as any other resource being exploited for maximum return’....