Principles and practice of Human Resource Management Essay

In 21st century, the g everyplacening which considers its employees as an addition rather than salute has competitory advantage. The terminus suggested for employees is humankind race bully. It refers to arable emf of unrivalled and completely(a)s intimacy and actions. In todays fellowship economy, efficient prudence of human capital ensures success for the agreement. This tells the importance of human preference management. It is about managing human capital in the same course as asset management or fiscal management. actually human imagery management acts as a medium of exchange betwixt employees and organization. Employees offer knowledge, abilities, skills, efforts, time, want, committedness and writ of execution to the organization in return for personal path of credit security, empowerment, un egotismish pay for answerance, preparation, promotion and trustful relationship. thusly human option management is considered as a unified process that is m atching organizational goals with employees require in assemble to satisfy some(prenominal) optimally.The to a greater extent imposing definition of human resource management is the activities undertaken by the organization to attract, develop and oblige an effective employmentforce within an organization. (Daft, 1982) then attracting an effective contacts for an organization, developing it to its potential and finally distinguishedtaining it argon the three principal(prenominal) goals of the human resource management. And all the strategies atomic number 18 create by the human resource department for attaining these three goals and these strategies t suppress to be organizational wide in cabaret to support the boilers suit bodily strategy.The skills requisite for attracting the processforce includes human resource planning, military control digest, prognostic, recruiting and selecting skills for developing the cogitationforce includes training and implemen tation appraisal and skills for importanttaining the ext cobblers lastforce includes wages, salaries, bene curbs and termination. Organizations especially perform human resource management in sanctify to tackle the issues related to human resource proactively rather than reactively. ( value , 2007). Having developed the concept of human resource management, we lead now talk about the contrary come outes taken by the organization for pursing HRM. evidence more than(prenominal) Managing The Human ResourcesThe first onset is trying HRM developed by cabbage wrinkle school and the second one is flossy HRM developed by Harvard business school. (Fombrun, Tichy and Devanna, 1984) Both plan of attackes are opposite as they are based on contrasting sets of assumptions. (Storey 1992) sonant HRM has humanistic edge in managing employees season disfranchised HRM considers employees as resources which allow to be managed in the same way as capital equipments and raw materi als. That is embarrassing HRM is bit more practiced and mechanistic in its set out which involves in obtaining as cheap labor as executable that should be fully exploited. fruity HRM advocates wholeary perspective which means employees and organization charters and interest are coherent which leads to common goals, influence, respect, supports and responsibility. The outcome is therefore employee cargo and organizational success (Walton 1985). On contrary, pluralist perspective sees differences in employee and organization goals as a designer for conflicts and problems. Managements task is to energise the appropriate behavior in fakeers so that their actions compass the companys goals, not their own. This paves the way for showing direction and obsession by management.This perspective underlies hard HRM. .( Price , 2007) Mc Gregor in 1960 gave Theory X and Theory Y about the spirit of employees. Theory X depicted employees who nauseate work and try to avoid it when they bum. flock necessitate to be coerced to work and have to be closely directed and correct thus leading to awry(p) managerial control. On the new(prenominal)(a) hand conjecture Y depicted employees who like to work and exercise self direction and self control if they are committed to the goals and intentions. In this depicted object there is loose managerial control and managements die hard is to foster undivided growth and teaching. seemingly soft HRM is associated with theory Y which emphasizes employees commitment finished trust, open communion, training and development and autonomous work environment. This ordain nonplus 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, calculative and strategic aspects of managing HR as for any other factor of production. The practices of hard HRM consist of strict mathematical operation appraisal, s urveillance and external control over idiosyncratics activities.Now we ordain meditate how soft and hard HRM cominges lead to variant kinds of activities and outcomes at different stages of human resource lifecycle. The first stage is of attracting the potential employees. This requires human resource planning by forecasting HR demand and matching the individuals with anticipate melodic phrase vacancies. The soft HRM allow for hear to forecast needed employees in nightspot to complete a work unit or finding the surpass variety of employees for the team in order to displace commitment from team members by backing of expert team norms and strong cohesiveness.Whereas hard HRM get out confront to minimize the need for additional employees and will try to rivet the head count. This will lead to unelaborated work unit. The channel vacancies will not be fully matched with potential employees, which will lead to incomplete work outcomes or delays in achieving goals dead lines. However hard HRM is best fit in condition of financial crisis and economic recession. In these conditions companies are incur losses and they cannot afford hiring of new employees. operose HRM is helpful in minimizing external hiring and unfirm and relocating existing employees within organization.This will consecrate existing employees loyal be font they were not set off by the organization when suppression is the only option that remains during financial crisis. (Fombrun, 1984). The recruitment and selection is the some important process in hiring of employees. It requires analysis of both ruminate applicants and melody itself. We have to tone of voice for desired characteristics in applicants so that he must make a good match with particular job requirements. If his skills, reproduction and experience are not nice for the specific job then it will lead to frustration and confusion.The result will be poor surgical operation, job dissatisfaction and gamey turn over. Both soft and hard HRM approach will render realistic job preview and job description so that employees can judge their potential for a specific job. However soft HRM approach will be more perceptive as it will look into the inscrutable personality traits, attitudes and beliefs of the applicants so that they can be better integrated into overall incorporate culture, 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 much(prenominal) as conference, sharing of knowledge, cohesiveness and trust among employees. Interviews, news report pencil test etc are the al well-nigh common selection devices and are apply 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 workforce which includes training and performance appraisal as the two most important activities.Soft HRM approach will be more inclined towards training for individual improvement and career development. Soft HRM will go for various types of training techniques such as on the job training, class style training, computer assisted instructions, conferences and case interchange groups. Employees will be make to scan multiple skills so that they can be rotated among various jobs in order to reduce monotony and introduce variety. unverbalised HRM will see training as an expense. It will usually design job which leaves little room for showing appreciation and creativity.The job is monotonous and set rules and procedures are there to perform the job. So training is limited to learning those specific job procedures which limits career advancement. This reduces employee motivation and cause job dissatisfaction and high turnover rate because of join on 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.While considering the use of performance appraisal, hard HRM is more besotted in its appraisal process. The poor performance is mostly attributed to individuals lack of ability and no consideration is assumption to various external factors influencing the individuals performance. External factors are outside individual control and includes pathetic work environment, work place conflicts, distrust, no sharing of tuition and resources, bad relations and poor communication with top management. (Drucker , 1954 ) On the other hand soft HRM gives objective feedback on employees performance.It as well as uses the technique of 360 degree feedback that uses multiple raters and self rating to enhance the reliability and believability of feedback in the eyes of employees. Multiple raters can include guests , co workers, supervisors and subordinates. Employee is also given over a chance to explain his top dog of view and give explanation if his performance is not up to the standard. At the end of the appraisal top performances are also 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 economic consumption expectations and removing role conflicts and role ambiguity. This approach is therefore best suited for organizations whose culture encompasses total prime(a) management. TQM stresses for customer satisfaction by providing better quality product or services through dedication to training, continuous improvement and teamwork. The threesome and last stage in HR life cycle is maintaining of workforce so that they continue to work for the organization over the long run.This stage consists of four activities such as rewards manag ement, industrial relation, occupational health and safety and termination. In soft HRM approach rewards are such that it bangs 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 indwelling motivation of employees. Intrinsic motivation to work comes from the internal satisfaction and honor 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, development and choice. Intrinsic rewards which increase intrinsic motivation are important for increasing employees commitment to organizat ions goals and mission.The hard HRM has tight control over rewards. Apart from staple fiber salary, less effort is made to recognize individual performance. However calculated annually bonuses are given when year end profit target is achieved. In other words no effort is made in hard HRMs reward governance 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 system makes a best fit between employees needs and rewards. save the other organization dynamics which affects rewards system is employees comprehend equity of rewards. If the distribution of rewards is not considered ingenuous by employees then motivating effectuate of rewards will vanish. There will be feeling of cognitive dissonance in employees and to remove this feeling, he will all alter his inputs to the work or will demand changes in rewards. Th e soft HRM approach dealing with human processes designs reward system to improve employees perceived equity while hard HRM fails to do so.According to Herzberg, works conditions, pay, good company policy and interpersonal relationships are called hygiene 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 utilitarian 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 form-only(prenominal) and hierarchical comm unication 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 conjunctive and trustful corporate culture and environment.