Human Resource Management Practices and Theories

This assignment provides an in-depth analysis of various human resource management (HRM) practices and theories. It includes references from books, journals, and online resources that cover topics such as strategic human capital, human capital analytics, HRM theory and practice, and more. The assignment is designed to test students' understanding of HRM concepts and their ability to apply them in real-world scenarios.

MANAGING HUMAN CAPITAL
AND LEADERSHIP

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
HRM models, approach of Infosys to the management of human resources-...........................1
HR functions in relation to strategic HR initiatives and recommendations for improvements- 4
TASK 3............................................................................................................................................6
Human resources' management software programs and benefit-................................................6
TASK 4............................................................................................................................................8
Characteristics of effective leaders-............................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human capital is the stock of knowledge, social, personality attributes, creativity or
person habits. Its theory is closely related with the study of HRM and leadership skills, which are
important elements for positioning executives to create thoughtful decisions about organizational
mission or goals (Boon and et.al., 2018).
Infosys Limited is an Indian Multinational Corporation which provide consulting,
information technology and outsourcing services. Its headquarters is in Bengaluru, Karnataka. It
is the second largest Indian IT company from 2017 revenues and 596th public organization in the
world.
Report will explain human resource management models and approaches used of Infosys.
HR department play important role into the Infosys. They perform different functions to maintain
dignity of company in market. It will discuss about various tasks at each level of business.
Report will describe about HRM software programs like SAP, SutiHR etc. to keep employees
records safely. Report will explain characteristics of Infosys effective leader and use model to
increase their performance.
TASK 1
HRM models, approach of Infosys to the management of human resources
Human Resource Management- HRM describe a formal system devised for
management of people within Infosys. It is the strategic approach to effectively manage
employees so that they help business to achieve competitive advantages. HR department is
responsible for worker-benefits design, recruitment, training & development, rewarding etc. Its
purpose is to ensure that company is able to accomplish success through employees. They
manage Human Capital of Infosys and focus on implementing policies or processes.
HRM Models- Infosys use different models to manage employees as it provides a
characterization of HRM which establishes variables and relationship to be researched.
There are few models mentioned below-
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(Source: Guest Model, 2016)
 The Guest Model- This model was developed by David Guest in 1997. It emphasizes on
the assumption that HR manager of Infosys has certain planning to start with that demand
specific practices or put efforts to get outcomes. This results include behavioural,
performance related and financial rewards. It focuses on the logical sequences of 6
components that are HR strategy, HR practices, HR outcomes, Behavioural outcomes,
Performance results and Financial consequences. Infosys manager frame strategies for
employees work which develop their skills. Results of chosen company's financial
statement relay on worker performance, which change outcomes into action oriented
employees’ behaviours. It is the impact of individual commitment, work quality or
flexibility, which changed by HR practices (Boudreau and Cascio, 2017). This is
different from other HRM models because it emphasis on strategic management while
others focus on personal development and management. The Warwick model- This model is developed from Harvard model; it focuses on
analytical resources' management. It takes knowledge of business strategy and HR
practices, internal or external context in Guest Model which these establish and process
by such changes take place and including interaction between changes in content or
context (The Warwick Model, 2016). Infosys HR department create business policies
which improve employees knowledge. They identifying and divided impact of
environmental on cited company. Chosen organization accomplishing an alignment
between the external or internal atmosphere. Through the help of Harvard Model Infosys
can achieve performance & growth. It may develop not only micro environment but also
macro too.
 Matching model of Fomburn, Tichy & Devanna- According to this model, HR system
and Infosys structure should work in a way that is harmony based. It focuses on four
major functions of HRM i.e. selection, appraisal, development and rewards or inter
relationship (Bratton and Gold, 2017). It is simple model which serves various working
framework like training program, award ceremony etc. which show that Infosys HR
continuously work for employees improvement (Matching model of Fomburn, Tichy &
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Devanna, 2017.). But it is incomplete as it ignores all environmental or contingency
factors which can impact HR department. HRM of cited company perform for increase
workers skill which is necessary for growth.
Approaches of human resources- The strategic human resources' management approach
focuses on employees' management program and long-term solutions and stresses on
organizational development interventions with other aspects that ensure workers to add value at
Infosys.
There are different approaches of Infosys HRM to manage employee performance into
the chosen organization, which are given below-
 Soft and hard approach- These are two type of approaches which Infosys follow
to maintain operation or functions of workers. Soft management means the
emotional needs of employees are measurement by organization. Motivation,
roles & rewards are keep focused on such kind management process (Vidotto and
et.al., 2017). Cited company HR make efforts to improve workers performance
for future profit. Hard approach mean when Infosys only work for business
requirements. In this type of management system employees look like assets of
organization. HR department of chosen company can get advantages through
look-after of employees’ feelings and provide good working environment.
 Organization in fast moving ecosystems- In this approach management make
planning for dynamic or highly engaging and focus on internal capabilities of
Infosys employees, initial point of discussion is the need of external ecosystem.
Huge number of workers continually access or examine external factors for
develop internal strength.
 Prioritize training and mentoring- Training and development program is most
important for manage workforce into Infosys. Through the effective knowledge
session of staff improve productivity. The organization like to more investment in
development programmes. Apart from this activity monitoring is another plan for
improve employees’ performance into the company. Superiors can develop more
quality in worker efforts.
 Quantitative approach- This also known as top down approach of Infosys HR
planning under that senior level make efforts to prepare the draft of HR strategy.
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It is a management-driven method in this company HR planning is related to
number game to increase employees’ performance (Chelladurai and Kerwin,
2017). It is relay on the analysis of HR information system or inventory level of
Infosys. In this kind of process organization top level play major role.
TASK 2
HR functions in relation to strategic HR initiatives and recommendations for improvements
HR functions of Infosys involves responsibility for recruitment and hiring, benefits,
training and development, legal compliance, termination of employees.
HR department follow few functions within this organization as below- Recruitment and selection- The success of recruiters and employment specialists of
Infosys is usually determined by the number of position they fill and time it takes to hold
those places. According to Subramony and et.al., (2018) HR department of the
organization advertise job postings, candidate sources, organized personal interviews or
hiring efforts with managers responsible for final selection of applicants. This is the one
of the important functions of HRM and they have to accomplish it very carefully. HRD- Infosys HR department work for employees’ development. They conduct different
activities which improve their performance and productivity. As per Delery and Roumpi,
(2017) the organization HRM provide such kind of resources that encourage them to give
best for growth of the company. It is the integrated use of training or career development
efforts to increase person, group or business effectiveness. It develops the core
competencies which enable individual in company to perform current and future job with
the help of planned activities. Motivation- Employees motivation is also responsibility of Infosys human resources'
department. They encourage workers for their effective performance. It is one of the most
important concepts of HR function. As per Paton and Johnston, (2017) this is common to
hear that an individual employee is not motivated and hence their performance has taken
a back-seat. That is the reason of Infosys spend a huge amount money in arranging for
training classes or recreational events to motivate workers. HR takes initiative to
encourage them for their performance and provide rewards for best results. Motivated
individual performs hard to give their best in organization achievement.
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 Performance- HR department of Infosys also responsible for employees’ performance.
They have to take care that what kind of resources are requires to them to accomplish
goals. According to Raineri, (2017)Worker efforts decide the company productivity.
HRM create such strategies which develop skills of individual or give effective result to
organization. Compensation and benefits- Employees relations, the compensation or benefits functions
of human resources can be managing by specialist with dual expertise. Infosys HR
function include structures and evaluating competitive pay practices. Benefits expert may
negotiate health coverage rates with insurance or coordinate activities through retirement
savings fund of workers. HRM strategies take initiatives for employees’ financial
security. They provide various plans during or after job period. Training and development- Employers of Infosys conduct training and development
session for employees’ skills improvements. Leadership grooming classes may be
requirement of newly appointed or promoted supervisors on the topic of performance
management. This type of program shows HRM initiative efforts in workers skills
development. Employee relation- In Infosys the employee or employer relation function of HR may be
combined or manage by expert. Stein, (2017) said that worker relation is the HRM
discipline concerned with power of employee-employer relation with the help of job
satisfaction, employee engagement or solutions of challenges. To become a successful
organization, Infosys has to develop strong relationship between workers and
management, without a good working culture they can't perform well. Human resources
strategic take initiative to create a healthy relation among all employees of company and
accomplish pre-define objectives as a team.
Recommendations Infosys human resources' management perform various functions for
employees’ selection and their development. They have to improve efforts to get the best results
in term of high productivity or growth. For development, departments have to take workers
session and ask about issues & challenges. If they know about problems, then cited company
management can easily find solutions. HR must provide the newest technology for
accomplishing goals and conducting training programmes for relevant information. With the help
of effective performance they are able to change negative feedback into constructive ideas, create
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open communication environment, which develop healthy atmosphere into the selected
company. They can improve real time response.
Effective strategy can't survive in vacuum. Leaders of Infosys review current vision to
measure ways in which HR activities can support. HRM develop such kind of working culture
where employees can transfer relevant knowledge or information with each other. This step is
designed to ensure that knowledge of experienced employees will be transferred to freshers by
conducting different activities like rewards & recognition ceremony, holidays trip to increase
their work performance.
TASK 3
Human resources' management software programs and benefit
HRM software program- Human resource management is a set of systems and
processes which create connection between Infosys HRM and information technology with the
help of software. This is helpful to revolutionize a workplace. HRS(human resource system) is
used by Infosys to combine a number of HR functions like storing employee data, managing
payrolls, selection process, administration benefits or keep records of employees’ attendance
(Rothenberg, Hull and Tang, 2017).
 ADP Vantage HCM- It is strategically focused, globally scalable HR system which
delivers unmatched expertise and comprehensive services, innovative technology or
valuable insights to help unlock Infosys workforces’ high potential. This provide
innovative techniques combined with actionable business intelligence help to make good
decisions for chosen organization growth. According to Di Fabio and Peiró, (2018) It
provides real-time decision-making, easy to use dashboards, parse the employee data in
ways which are more useful to certain role into the organization. ADP Vantage offers
integrated tools to HR department of cited company to maintain recruiting, talent & time
management, payroll and employee on boarding. It is an on-premises human capital
management solution suitable for Infosys with large numbers of employees. ADP has the
workers, processes and technology which company need to help transform global HRM
from an administrative function as strongest part of business. Its workforce now in a
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humane capital management solution for Infosys employees. The capabilities of this
include HRM, benefits for admin or workers, compliance etc. SAP - SAP factors HR department is flexible or extensible and it supports local & global
needs of Infosys employees. As per Riccucci, (2017) solutions of human resources must
be able to work based not on a solution provider requirement into the selected
organization. Business replace their solution through implement a different new HR
system. It covers everything from core human resources, payroll, employees’ analytics to
the four walls of talent management like- recruitment, training & developing,
compensation and performance of workers. This software helps Infosys to improve
employee engagement, productivity and team efforts.
 Suti HR- It is an online human resources' management software solution, which
automates and accelerates personnel or talent management, payroll, time and attendance
tracking method from HR department of Infosys. It is helpful for chosen organization to
retain, manage or reward valuable person. Rothenberg, Hull and Tang, (2017) said that
this online software streamlines the accomplish HR process from employee recruitment
to retirement. Suti HR is a good provider of integrated business management solutions.
This has various features those are beneficial for Infosys such as-
1. Time tracking.
2. Custom e Notifications
3. Salary review
4. Performance & rewards.
5. Payroll integration360-degree feedback.
 Benefits of SAP in Infosys- There are many benefits to implementing SAP software into
the Infosys. It can improve cited company productivity, increase efficiency, reduce costs
or streamline processes (Riccucci, 2017). SAP is a short form for applications, system or
goods and Infosys use it for regular operation and reporting. This software is one of the
largest vendors for ERP. There are many benefits to apply an integrated solution like
SAP such as having a single method for Infosys financial statement, collecting all
business transactions in one folder (location) for easy review inventory and consumers’
reaction. On the technical side of this company, a solution on a different track would
support and decrease cost. Compare to other HRM software program, SAP keep records
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of employees and become familiar with terminology related to their data (Frederiksen and
Kato, 2018). It may improve communication and develop a work force that is easy to
change between roles. One of the important benefits of SAP software is flexibility. It
allows Infosys to frame their own rules that set boundaries for acceptable or unacceptable
transactions. Software has flexibility to integrate data like wage rates. This carry
information into spreadsheet for future help. It allows business to handle financial
transactions, supply chain activities and product life cycle etc.
Infosys use it because of analytical features like evaluating performance, report-making
& decision making to meet needs of various complex businesses. Employees payroll is a
separate, optional method which manage wages that is usually considered function of
human resources' department. Infosys generally maintain their all records with the help of
SAP software.
TASK 4
Characteristics of effective leaders
Leader- A good leader has a clear vision, honest, humility and keep focus on their
mission. They support Infosys people to accomplish goals and not afraid to appoint individuals
which might be great than them or feel pride because of achievement. An individual who holds a
dominant or superior position within their relevant area is able to maintain high degree of control
in different situation. Leader leads or commands a group of persons of country or Infosys. They
should be accountable for their responsibility, creative or innovator. Leader has various
characteristics to perform their job responsibilities or manage employees. The aim of strong
leader to change their vision into reality. Risk taker- An effective leader of Infosys believe to take risk to accomplish their
responsibilities. Challenges or change are the nature of 'nature'. A great leader should be
creative; they make efforts to adopt new approaches even it may be probably fail in the
future. They know that this failure is not permanent, it set the example of what have to do
in further (Morden, 2017). In the previous years the organization lose many growing
opportunities because superiors do not want to take risk. A effective leader ready to
accept challenges achieving goals. It is the part of leader job to manage people into the
company.Self-control- An effective leader know that they have to stay calm, in the bad
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conflicts between employees and with members. The mantra of Infosys leader is “when
you lose your temper, you lose situation.” Let's take an example if issues arise among
worker because of their performance, in this condition leader have to control on self-
aggressive behaviour, or provide the best advice to handle mater. Employees
performance play important role in cited company growth, if they have problems than
how accomplish pre-define targets. A self-controller easily handles any difficult situation
within the company. Caring for individual- A strong leadership never work if they do not care about team
members. In the past years Infosys leader faced an incident where employees felt that
management do not care about their feelings like no break, no activities to keep them
energetic. After to know worker thinking for team head leaders start carry a caring
attitude towards the employees emotions. This kind of nature maintain healthy relation
between leader or workers. Sometime its happen that company face issues because lack
of mutual understanding among employees. A caring team head desires the feedback and
opinion of followers (Paton and Johnston, 2017). This kind of person asks many
questions and listens others more than they talk. Motivational- Motivated leader of Infosys enjoy their job. They always have optimistic
attitude towards task purpose. Changes needs taking risk, organization growth as well as
personal and challenges. The reason behind of previous failure is lack of motivation into
the chosen company team. Motivational leader tries to keep team members also
motivated. Employees do not perform good because of less motivation. They maintain
team performance through motivation, it is one of the reason for bad result of workers’
efforts. It the responsibility of leader to solve this issue by set a motivated example
through their work.
 Communicator- It is important to understand that communication is not related to
conversation. A good communicator leader of Infosys has aim to make sure that others
can understand their message. Cited company didn't meet to organization goals because
of lake of effective communication between management or employees. A skilled leader
have to communicate with their team to accomplish objectives. This skill helpful to
provide solution of many issues into the company. It increases from the listing power
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(Raineri, 2017). It is the best way to solve big problems among the employees. They can
motivate employees through effective communication.
According to above situation leader of Infosys, use of laissez-fire leadership
model has been implemented to manage employees and their issues. In this type of style, they
can easily handle productivity of workers. Team members are free to give their suggestions
while making decisions.
Through laissez-faire method, Infosys team head reduced the risks, delivered important
messages or information to employees as well as clients. With the help of open communication
they are able to discuss about employees problems and give them relevant solutions. So, this
model is the best for Infosys to manage individuals.
CONCLUSION
From the above report, it is concluded that human resource department is central part of
any organization. They perform various job responsibilities to maintain organization’s growth.
HRM adopted few models like Guest to develop employees skills, company should have to
follow Warwick model to increase employees knowledge for business future growth. Further,
HR department of company should select those employees who perform well to accomplish
common goals. Infosys follow SAP, ADP Vantage HCM, SutiHR software program among these
SAP program is best because it maintains records of employees’ attendance, performance and
also helpful to framing salary structure. To keep workers motivated towards their job an effective
leader is necessary, as they are easily able to address the problems areas and provide relevant
solutions for them.
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REFERENCES
Books and Journals
Boon and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management.29(1), pp.34-
67.
Boudreau, J. and Cascio, W., 2017. Human capital analytics: why are we not there? Journal of
Organizational Effectiveness: People and Performance.4(2), pp.119-126.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation.
Human Kinetics.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles? Human Resource Management
Journal.27(1), pp.1-21.
Di Fabio, A. and Peiró, J., 2018. Human capital sustainability leadership to promote sustainable
development and healthy organizations: a new scale. Sustainability.10(7), p.2413.
Frederiksen, A. and Kato, T., 2018. Human Capital and Career Success: Evidence from Linked
Employer‐Employee Data. The Economic Journal.128(613). pp.1952-1982.
Morden, T., 2017.Principles of management. Routledge.
Paton, D. and Johnston, D., 2017. Disaster resilience: an integrated approach. Charles C
Thomas Publisher.
Raineri, A., 2017. Linking human resources practices with performance: the simultaneous
mediation of collective affective commitment and human capital. The International
Journal of Human Resource Management.28(22), pp.3149-3178.
Riccucci, N.M. ed., 2017.Public personnel management: Current concerns, future challenges.
Routledge.
Rothenberg, S., Hull, C.E. and Tang, Z., 2017. The impact of human resource management on
corporate social performance strengths and concerns. Business & Society. 56(3), pp.391-
418.
Stein, G., 2017.And Now What? A Guide to Leadership and Taking Charge in Your New Role.
Emerald Publishing Limited.

Subramony and et.al., 2018. Leadership development practice bundles and organizational
performance: The mediating role of human capital and social capital. Journal of business
research.83, pp.120-129.
Vidotto and et.al., 2017. A human capital measurement scale. Journal of Intellectual
Capital.18(2), pp.316-329.
Online
Guest Model. 2016. [Online]. Assessed through:
<https://www.scribd.com/document/240442494/Guest-Model>.
The Warwick Model. 2016. [Online]. Assessed through: <http://hrmpractice.com/the-warwick-
model/>.
Matching model of Fomburn, Tichy & Devanna. 2017. [Online]. Assessed through:
<http://nehaspeakshr.blogspot.com/2015/07/models-of-human-resource-
management.html>.
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