Introduction to Human Resource Management & Learning and Talent Development Assessment 2020

Introduction to Human
Resource Management &
Learning and Talent
Development Assessment 2020

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Difference between the psychological contracts and contract of employment...........................3
Motivation theories......................................................................................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is all about managing the human resources associated with
the company. In this project issues related to human resource management will be discussed in
this project. Henceforth, report will emphasis over difference between physiological contacts and
the contact of employment. Also, the significance of the physiological contacts in favour of the
organisation will be demonstrated in this project. Furthermore, this project will highlight about
the motivation theories.
MAIN BODY
Difference between the psychological contracts and contract of employment
Psychological Contracts: These are basically the unwritten set of expectations regarding
the employment relationship and is different from the formal and codified contract of
employment. The psychological contract is depended upon mutual beliefs, informal agreements,
perceptions and common grounds between the two parties. This is not made at a particular time
but is developed and evolved by communication between the employer and the employee
(Sandhya and Sulphey, 2020). The example of psychological contract can be the promises which
are made regarding the increment of salary or promotion which is not done in written form.
Fairness plays a significant part in the psychological contract under which the employees need to
realize that the treatment given to them is fair which is enough to sustain a healthy psychological
contract. In case of perceived breaches in the psychological contract, the relation between the
employer and the employee can be damaged which can lead to disengagement thereby reducing
the productivity. Its extent can lead to workplace deviance. Psychological contract includes the
obligation on the part of employer and employee both. It only entails the reasonable judgement
regarding the responsibilities to be undertaken. These are established informally through the
dialogue between the employee and the employer.
Contract of employment: This is a signed agreement which is done between an individual
employer and an employee. This involves establishment of both the responsibilities and rights of
both the parties i.e., the company and the employee. This agreement includes the working
relationship of employee and the company. It ensures that both the parties are aware and
understand their obligations regarding their employment (Kutaula, Gillani and Budhwar, 2020).
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