Human Capital Models and Software Programs for Management of Human Resources

MANAGING HUMAN
CAPITAL AND
LEADERSHIP

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
HRM models and various approaches used by company in management of its human resource
.....................................................................................................................................................1
TASK 2............................................................................................................................................3
HR functions in relation with strategic human resource.............................................................3
TASK 3............................................................................................................................................5
HRM software programs beneficial for organisation..................................................................5
TASK 4............................................................................................................................................7
Characteristics of effective leader...............................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

ABSTRACT
Concept of human capital indicate the skills, knowledge and potential of employees
working in an organisation. Leadership refers to the process carry out by an individual to
motivate and direct workers so company can attain its set goals and objectives with minimum
time and resources. Leaders play a big role in affect employees and their performance at
workplace which impact on overall performance of company in market. Different HRM models
are there which can be utilise by the firms to manage actions of workers at workplace.
Recruitment and selection process of Paragon polymer pvt Ltd. Company is discussed here. By
doe some changes in its current process, company can develop and maintain a skilled workforce,
which is very essential for sustain in this competitive environment. Some characteristics are there
which should be there in an individual in order to become a successful leader.
1

INTRODUCTION
Concept of human capital defines the measurement of skills, knowledge, attributes,
capacity of employees which affect the earning potential and productivity of company (Nyberg
and et. al., 2014). Leadership is known as the process of leading group of individuals for attain
organisation objectives. Leaders play a big role in manage human capital of company. Paragon
polymer product pvt Ltd is a consider to be number one footwear supplier and manufacturing
company in India. It has around 18 depots and more than 450 distributors across the country.
This report elaborates about various HRM models and its approaches used within an
organisation. It also explains about number of HR functions and recommendations to improve
them along with various HR software that can be used by company to improve their activities.
Further it also describes about various characteristics within an effective leader and leadership
model that must be used by Paragon company.
LITERATURE REVIEW
TASK 1
HRM models and various approaches used by company in management of its human resource
Human resources management refers to a formal system which is used within an
organisation for the management of people. Main responsibility of an human resource manager
lies with in three categories such as worker compensation, staffing and defining work. HRM
model consists of number of human resources activities and when these activities performed
effectively this will results in accomplishment of organisational objective (Lutz, Butz and Samir,
2017). These models represents the relationship between HRM practices, factors affecting their
choices and outcome of their operations. In year 1960, Michigan and Harvard propounded X &
Y theory for explaining two different models of HRM. Theory X is given by Michigan
University and named it as Hard HRM model. On the other hand, Theory Y is given by Harvard
Business School and named its model as Soft HRM. These models of HRM are as follows:
Hard model:- This model is developed by Michigan Business School which provides a
different view of Human resource management practices. Hard model has less humanistic edge
and state that employees are resources of a company and should be treated as other business
resources. That means human resources of an enterprise are managed in same manner as the
equipments and raw materials are treated (Antonakis and Day, 2017). Employees must be
acquire as lower cost as possible and exploited as much as possible. This model is also known as
2