Managing Human Resources

Managing Human Resources

INTRODUCTION
Managing human resource is the function that the manager of the organisation performs in
order to manage the organizational employees. Thus, here the manager of the organisation performs
the managerial actions to the employee of Human Resource Department. Human Resource
Management performs several actions such as planning and allocation of resources, providing
directions, visions and goals, motivation and contribution of employee for developing healthy
environment or work culture, checks progress of the employees, offering opportunities for both
formal and informal development of the employees. Moreover, human resource management helps
in setting an example in work ethics, treatment with people as well as removal of obstacles which
stuck the employee’s performance. Thus, in this report it has been discussed about the definition
and explanation of hard and soft concepts of human resource management followed by an example
which used hard approach to Human Resource Management as well as an example of an
organisation which is using soft approach to Human Resource management (Wehrmeyer, 2017).
Definitions and explanation of the hard and soft concepts of HRM
The human resource management (HRM)
The system of management where the needs of the employees as well as that of the
workplace are managed is called human resource management. The human resource management is
commonly abbreviated as the HRM. The human resource management is basically divided into two
forms i.e. the hard human resource management and another one is the soft human resource
management. The hard resource management is the management of human resource in which the
employees working over there are considered to be the one similar to the other resources of the
organisation just like any machinery or equipment. Therefore, one of the attribute of hard human
resource management which is commonly observed is that in this management the manager majorly
focuses on the recruitment of the recruitment of the workforce for the organisation as well as fire
the employees of the organisation whenever essential or needed depending on their behaviour,
performance or need in the organisation. The organisation that follows this type of human resource
management tends to pay the employees of the organisation depending upon their minimum pay
which the worker should get for their role in the organisation. Moreover, this type of human
resource management mainly checks the performance of the employee associated with their
organisation and pay accordingly. Additionally, the hard human resource management is said to be
strategic if the goals of the company are aligned strategically. Therefore, it is known as strategic
hard human resource management. While the soft human resource management. Moreover,
practically no organizing could be said to following hundred percent hard human resource
management or hundred percent soft human resource management system (Peter and Robert, 2015).

Hard human resource management
The hard human resource management is the human resource management which is not a
very user friendly human resource management. This type of human resource management is
usually very task oriented i.e. this management majorly focuses on the task assigned to the
employees of the organisation. In this type of human resource management, from the base level or
from the entry level of the organisation the management majorly focuses on the accomplishments of
the tasks as well as on the on the profit generation of the organisation. Thus, it is type of
management the what differentiate it from others is the way they look at the employees of the
organisation, i.e. mainly their policies for the employees (Chang-Richards and et.al, 2015).
In corporate sector hard human resource management tends to play a very vital role or a role
of much importance. Even though, hard human resource management doesn’t sounds good in an
organisation if it first compared to the soft human resource management. Since, this type of
management is majorly task oriented, which means there would be a strict form of hierarchy which
would be followed in the company. This eventually gives the clear picture of organisation, that the
management of the organisation is centralized here, and the majority of the decisions related to the
company or work are taken by the higher authority or the top level of the company.
Traditionally, almost all of the organisations were task oriented; this shows these
organisations were following a sort of hard human resource management system. Task was used to
kept at the top of the work priority, as completion of the work is the main motto of such type of
organisations. One of the characteristic of hard human resource management which is commonly
used to be seen in the traditional companies is the autocratic type of leader ship. The autocratic type
of leadership is followed in the organisations where the employees are used to be paid for their job
or the task which was assigned to them. Here the payment which is paid to such employees is used
to be as least as possible which could be given to the worker for their assigned task. Moreover,
employee’s motivation and employees engagement is seen to be least in such type of hard human
resource management system. Due to such conditions of work environment where only the
completion of task has the importance, so the companies following such management were having
the very high rates of attrition within the company. Fulfilment of the demands of the customer is the
another characteristic of such human resource management system, as there is no such emotions of
the employee is given importance. Emotions of the employees working in the organisation were
given the least respect as the majority of the importance was given to anyhow completion of the
task.
Moreover, the selection and recruitment policies which were carried out is such
organisations where hard human resource management is followed is planned out in the way where