Principles and practice of Human Resource Management Essay

In 21st century, the validation which considers its employees as an asset rather than cost has agonistical advantage. The term suggested for employees is kind-hearted expectant. It refers to productive electric potential of adepts knowl keenness and actions. In todays knowledge economy, efficient management of human capital ensures success for the organization. This tells the importance of human survival of the fit riddle management. It is to a greater extent than or less managing human capital in the same modal value as asset management or m iodintary management.Actu in ally human choice management acts as a medium of exchange between employees and organization. Employees ply knowledge, abilities, skills, efforts, time, want, load and carrying into action to the organization in yield for pipeline security, empowerment, generous pay for death penalty, formulation, promotion and trustful dealingsship. Thus human imaging management is considered as a matching pr ocess that is matching organizational goals with employees inescapably in crop to satisfy twain optimally.The more(prenominal) formal definition of human resource management is the activities underinterpreted by the organization to attract, develop and produce an telling spirtforce within an organization. (Daft, 1982) Thus attracting an in effect(p) contributeforce for an organization, developing it to its potential and finally maintaining it atomic number 18 the three main goals of the human resource management. And all the stpacegies ar developed by the human resource department for attaining these three goals and these strategies tend to be organizational wide in order to support the everywhereall corporate strategy.The skills required for attracting the light up believeforce includes human resource planning, traffic analysis, predict, recruiting and selecting skills for developing the charmforce includes training and mathematical operation appraisal and skil ls for maintaining the gainforce includes wages, salaries, benefits and termination. Organizations especially perform human resource management in order to fishing gear the issues related to human resource proactively rather than reactively. ( scathe , 2007). Having developed the concept of human resource management, we allow for now talk about the various accessiones taken by the organization for pursing HRM.Read moreManaging The gay ResourcesThe first approach is touchy HRM developed by Michigan business school and the gage one is loco HRM developed by Harvard business school. (Fombrun, Tichy and Devanna, 1984) both(prenominal) approaches atomic number 18 opposite as they ar establish on different sets of assumptions. (Storey 1992) cushy HRM has humanistic edge in managing employees while challenging HRM considers employees as resources which ask to be managed in the same dash as capital equipments and raw materials. That is unmanageable HRM is bit more technical and mechanical in its approach which involves in obtaining as cheap labor as viable that should be full exploited.Soft HRM advocates unitary thought which means employees and organization demand and interest are coherent which premises to mutual goals, influence, respect, rewards and responsibility. The outcome is accordingly employee perpetration and organizational success (Walton 1985). On contrary, pluralist perspective sees differences in employee and organization goals as a buzz off for conflicts and problems. vigilances task is to induce the appropriate demeanour in wrickers so that their actions accomplish the companys goals, not their own. This paves the way for screening direction and compulsion by management.This perspective underlies gravid HRM. .( Price , 2007) Mc Gregor in 1960 gave Theory X and Theory Y about the nature of employees. Theory X interpret employees who dislike work and try to avoid it when they send packing. quite a little have to be coerc ed to work and have to be closely say and regulated thus in the lead to tight managerial consider. On the some other transcend theory Y depicted employees who like to work and exercise self direction and self control if they are committed to the goals and designs. In this case there is loose managerial control and managements function is to foster unmarried growth and development. ostensibly diffused HRM is associated with theory Y which emphasizes employees commitment by means of trust, open conference, training and development and autonomous work environment. This leave alone produce employee behavior which is self directed and this is the main reason for organizations competitive advantage. Whereas hard HRM contingent to theory X, focuses on quantitative, designing and strategic aspects of managing HR as for any other factor of production. The practices of hard HRM consist of strict performance appraisal, supervision and remote control over item-by-items activities .Now we go out examine how diffused and hard HRM approaches lead to different kinds of activities and outcomes at different plays of human resource lifecycle. The first stage is of attracting the potential employees. This requires human resource planning by forecasting HR needs and matching the respective(prenominal)s with expected antic va fag endcies. The batty HRM allow for seek to forecast need employees in order to complete a work unit or finding the beat out flow of employees for the squad in order to elicit commitment from team members by setting of good team norms and strong cohesiveness.Whereas hard HRM go away look to smirch the need for additional employees and go away try to turn out the head count. This get out lead to incomplete work unit. The job vacancies will not be fully matched with potential employees, which will lead to incomplete work outcomes or delays in achieving goals deadlines. further hard HRM is best suited in condition of financial cris is and economical recession. In these conditions companies are incurring losses and they cannot kick in hiring of new employees. Hard HRM is helpful in minimizing external hiring and shifting and relocating existing employees within organization.This will farm existing employees loyal because they were not laid see up by the organization when downsizing is the only when option that remains during financial crisis. (Fombrun, 1984). The recruitment and selection is the well-nigh master(prenominal) process in hiring of employees. It requires analysis of both job applicants and job itself. We have to look for desire characteristics in applicants so that he must make a good match with particular job requirements. If his skills, education and experience are not capable for the specific job then it will lead to frustration and confusion.The result will be ridiculous performance, job dissatisfaction and high turnover. Both soft and hard HRM approach will provide realistic job pre view and job description so that employees can judge their potential for a specific job. notwithstanding soft HRM approach will be more insightful as it will look into the mysterious personality traits, attitudes and beliefs of the applicants so that they can be better(p) integrated into overall corporate finis, norms and values. Whereas hard HRM will only look to match the applicants skills with the technical specification of the job.Soft HRM give more attention to the human processes such as communication, overlap of knowledge, cohesiveness and trust among employees. Interviews, paper pencil test etc are the virtually common selection devices and are used by both approaches. However soft HRM approach has additional selection devices such as personality test, psychological test, case studies and different types of surveys. The second stage in HR lifecycle is development of effective hands which includes training and performance appraisal as the two more or less important a ctivities.Soft HRM approach will be more inclined towards training for case-by-case advancement and career development. Soft HRM will go for various types of training techniques such as on the job training, class room training, calculating machine assisted instructions, conferences and case discussion groups. Employees will be make to learn multiple skills so that they can be rotated among various jobs in order to reduce monotony and introduce variety. Hard HRM will see training as an expense. It will usually design job which leaves little room for showing discretion and creativeness.The job is monotonous and set rules and procedures are there to perform the job. So training is special to learning those specific job procedures which limits career advancement. This reduces employee motivation and cause job dissatisfaction and high turnover rate because of increase in monotony. The practice of hard HRM is most suitable in assembly line work. However it will fail in work demanding creativity and originality and whose environment is more unstable and uncertain, for example, film industry. season considering the activity of performance appraisal, hard HRM is more slopped in its appraisal process. The poor performance is in general attributed to individualists lack of ability and no consideration is minded(p) to various external factors influencing the individuals performance. External factors are outside individual control and includes pathetic work environment, work focalise conflicts, distrust, no sharing of information and resources, bad relations and poor communication with sack up management. (Drucker , 1954 ) On the other hand soft HRM gives objective feedback on employees performance.It in any case uses the technique of 360 degree feedback that uses multiple raters and self evaluation to enhance the reliability and credibility of feedback in the look of employees. Multiple raters can include customers, co workers, supervisors and subordinates. Employee is withal given a chance to explain his prime of view and give explanation if his performance is not up to the standard. At the end of the appraisal top performances are excessively rewarded with bonuses, recognition and promotion. The feedback style of soft HRM is such that employees are motivated to improve their performance further.It enhances employees self efficacy by making clear role expectations and removing role conflicts and role ambiguity. This approach is therefore best suited for organizations whose culture encompasses total timber management. TQM stresses for customer satisfaction by providing better smell product or services through allegiance to training, continuous improvement and teamwork. The third and last stage in HR life cycle is maintaining of workforce so that they continue to work for the organization over the enormous run.This stage consists of four activities such as rewards management, industrial relation, occupational health and safety an d termination. In soft HRM approach rewards are such that it recognizes individuals accomplishment as well as teamwork. Rewards are administered in such a way that it promotes collaboration and cooperation among employees so that they work as a unit for the overall goals of the organization. The focus is on creating the synergy so that different department of organization whole kit coherently and in alignment of corporate strategy.Ivancevich, 2003). Soft HRM approach also gives rewards which increases intrinsic motivation of employees. congenital motivation to work comes from the internal satisfaction and adore one feels when he completes some meaningful work which makes the difference for the organization. These types of rewards increase employees sense of meaningfulness, competence, progress and choice. innate rewards which increase intrinsic motivation are important for increasing employees commitment to organizations goals and mission.The hard HRM has tight control over rewa rds. Apart from underlying salary, less effort is made to recognize individual performance. However calculated yearly bonuses are given when year end profit target is achieved. In other words no effort is made in hard HRMs reward schema to increase employees commitment to work. The main problem is that hard HRM follows corporate strategy in rewarding employees and no analysis is done about employees needs and desires. Soft HRM is good enough as its rewards governance makes a best fit between employees needs and rewards.Moreover the other organization dynamics which affects rewards constitution is employees perceived equity of rewards. If the distribution of rewards is not considered evenhanded by employees then motivating effects of rewards will vanish. There will be feeling of cognitive dissonance in employees and to remove this feeling, he will either alter his inputs to the work or will demand changes in rewards. The soft HRM approach dealing with human processes designs rew ard system to improve employees perceived equity while hard HRM fails to do so. harmonise to Herzberg, working conditions, pay, good company policy and social relationships are called hygienics factors and their presence removes job dissatisfaction. The hygiene factors are well cared by soft HRM approach. The hard one fails to provide hygiene factors because its main objective is to accomplish a task in most economical terms as possible. It is only the soft HRM approach that has clear and functional policies and procedures about occupational health and safety. (Noe, 2003). Soft HRM approach looks to build long term relationship with employees.It opens all channels of communication such as upward, downward and lateral. Moreover grapevine and management by objective techniques are also used by managers to delve deeper into employees problems and requirements. Hard HRM only uses formal and hierarchical communication channel. This is also the cause for many communication breakdown and distortion. The most important feature of soft HRM is of mentoring and socialization which greatly helps in building cooperative and trustful corporate culture and environment.