Managing Human Resources

This assignment discusses the concepts of hard and soft HRM and provides examples of organizations using these approaches. It explores the benefits and drawbacks of each approach. The examples include McDonald's as an organization using a hard approach and Tesco as an organization using a soft approach.

Managing Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Definition and explantation of the Hard and soft concepts of HRM..........................................3
Example of an organisation using a Hard approach to HRM.....................................................5
Example of an organisation using a Soft approach to HRM( Google, Facebook).....................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is the process and an activity of managing and
administrating the workforce of the company ho are help and make its contribution in running
and operating the business of a company so that it can appropriately accomplish its set business
objectives and aims or achieve desired success and growth. It can be procedure of hiring and
recruiting skilled and qualified employees nor providing them training and orientation so that
they can get information about the company and its business operations and assist in performing
its business activities. Human resource function provide training, learning and development
sessions to the employees so that if they feel lack of skills and cognition or want to make
improvement in it. So that they can perform their work in effective and adequate manner by
accomplishing the aims and objectives of the company in term of enhancing productivity and
increasing profitability (Cascio, 2015). This assignment is based on Tesco which is a British
Transnational groceries and general merchandise retailer. This firm was established in 1919 by
Jack Kohen and headquartered in Hertfordshire, England. This firm operate its business globally
with the help of its different products and services. This assignment is in the form of essay in
which discuss about the concepts of hard and soft HRM. Further will be explain the examples of
companies which using hard and soft HRM approach.
MAIN BODY
Definition and explantation of the Hard and soft concepts of HRM
Human resource management is the process of managing, controlling and directing the
employees and workers of the company so that they can work and perform their duties and
responsibilities in effective and appropriate manner. During the time of recruitment, HR function
help the company in recruiting and selecting employees so that they can utilise their skills and
cognition in the growth and development of the firm. They conduct orientation, induction and
training sessions to them so that they can aware with the rules, regulations, plans and polices of
the company and work according to them. Employees and workers are crucial and important
resource to the organisation because they help in effective operating of it (Cascio, 2015). There
are two approach of HRM such as Hard and Soft Approaches.
Area within HRM like Workforce planning, job analysis, recruitment and selection,
compensation & benefits, performance measurement, labour legislations etc. are the parts of

Hard HRM. Apart from it, components like organisational development, conflict administration,
human resource training, leadership development, organisation al culture and relationship
development are the function of Soft HRM. The difficulties in arriving at a aphoristic concept of
human resource management had acquainted the two major concepts of hard and soft approaches
to HRM. The hard approach to HRM has the rough statement and representation of plan of
action connected to cost reduction. For instant, it accredit low wages, minimum training, close
supervision and monitoring, appraisal and reward with very low extents of production such as
work retrenchment and intensifications. Hard HRM refers to method and concept which is not a
very workforce friendly human resource management system (DelCampo, Haggerty and
Knippel, 2017). It task oriented and with the help of it the administration of the company can
only make concentration on the work not other things.
The firm also treat the workforce as instruments and machines which are used by it to
produced goods and services or when they are not able to provide effective production to the
company. Then the management can replace them and similarly, the firm treat workers like when
the company required new skills and the employees who have information about new
technologies. Then the management fire existing employees and hire new manpower rather
proving training and learning sessions about it. The major features of this concept are short term
changes in employees numbers in term of recruitment and redundancy. There are minimal
communication and minimum wages or pay to the employees. If the company follow this
approach then it also follow autocratic leadership style because in this style only leader is the
person who is responsible to take decision and order the employees so that they can execute them
in work and task.
Whereas Soft Approach is totally in the opposition of it because within it, the
administration of the company make concentration on employees by considering them as
effective and important assets of the company and rewarding them for their adequate
performance. By following this concept of HRM, the administration of the company can monitor
its workers execution that in which manner they are executing their skills and competencies in
running business activities (Fan and et. al., 2016). To measure the performance of employees
there are different approach like comparative, quality, behavioural etc. which can be utilised by
the administrators to analyse the performance of them. In comparative approach, the firm can
monitor employees execution by comparing others workers and reward them. In quality

approach, the firm analyse the performance of them by monitoring the quality of their work and
responsibilities. For example, the management allotted a task and work to the employees and set
a fixed to complete it. If they are completed it on time then perform good and the management
rewarded them for it. In this approach, the administration build effective relation with the
workers through open communication. Due to open abstraction, the employees can share their
issues and problems with their seniors and employers and get effective solution on time which
help in working them appropriately in task (Gupta and Bhaskar, 2016). Key features of this
approach are that it make strategic concentration on long time employees planning and form
sting and regular two way communication so that they are aware with the employees that what
they are performing and if there are any issue which affecting them, they can provide solution
regarding it. Another feature of it is that the administration reared the employees for their
delegation so that they can feel motivated and perform their responsibilities in adequate way.
Example of an organisation using a Hard approach to HRM
Hard HRM is an approach in which employees are treats by the company simply as an
origin of the business like machinery & buildings. In this approach workforce are seen as a
resource that requires to be managed to attain the high profit and rival's benefits. Hard approach
basically relies on enforcement, inexplicit force, ambient observation and rigorous controls,
mainly a situation of command and control. In this approach organisations mainly focus on the
task and low involvement in treating employees. Within this approach, the organisations hire
skilled employees to accomplish the companies goals. When they required new competencies
and cognition, they fire or replace employees. There are several examples of organisations who
follow and implement this approach of Human resource management. KFC, McDonald's and
Ryanair etc. are some organisation who follow Hard approach of HRM in the organisation. Here,
the explanation is provided about McDonald's Hard approach to HRM.
McDonald's was founded in 1940 as a restaurant and operated by Richard and Maurice
McDonald's. It is a largest restaurant chain which offering its services worldwide and different
nations. This company make innovation in its products fastly so it required that kind of
employees who have new and fresh competences and have information about different
technologies which can be beneficial for the business operations and activities (Harvey and
Allard, 2015). In the company, within this approach, workers are not treated by the management
as important resource but they are monitored as equal to machines, instruments and others which

are used by the company to running and operating the business of the company. This approach
concentrate on the task and work that necessary to be completed, cost control and accomplishing
objectives and goals of the business organisation. By implementing this approach, the company
do not make differences in deterministic devising to replace a machine that is broken and
replacing an employees that is not required any-more (Wehrmeyer, 2017). The firm apply Hard
approach to HRM, the primary focus of them to the workers is to hire them and fire them as per
the requirement. They pay as much needed and generally the pay is settled on the extent of
execution of the workers.
The benefits of Hard approach to HRM for the receptive company is that if the firm
follow it, then it can be easy to the organisation to accept the size and arrangement of their
workers and employees to contest the necessities of their consumers (Jain, Gera and Ilavarasan,
2016). Another advantage is that it permit administrators to hold control over the employees and
to direct trading operations as they want. The company are always have opening and job options
highly because it required skilled employees who make contribution in the business operations.
The drawbacks of this approach is that due to following this approach, extent of workforce
turnover rate might be very high. Another disadvantages of Hard HRM is that workers may be
discouraged to employment because when the management required new skills to operate
business they fire workforce and hire new employees.
The beset example of hard HRM would be the manufacturing organisations and
industries. The employees are salaried the minimum wage and the abrasion rate is high and the
payment which is made by the company to the workforce are totally founded on the employees
execution. There are not organised programs for encouraging and engaging the employees. Still,
they have medical bonus pay, leave facilities and also the trade union act supports the employees
a lot. McDonald's is a food manufacturing company and follow this approach be cause it operate
its business in different nations of the world so it make innovation and creation in it product line.
For example, this approach can be beneficial to the company in different manners. Such as when
the company start to operate its business in Asian countries then it replace its workforces. So that
it can manufacture its products according to the culture of the nations (Kmecova, 2018). Because
it is an American company so it produce non-vegetarian product as per the demand of the nation
but during the time of expanding in other nations it designed creation accordant to that nation. So
it fire it employees so that the new workforce can manufacture product as per the needs of

consumer of the country by using their skills and knowledge. This help in maximising the
business success and profit margins.
The disadvantage of this HRM concept can be creating demotivation within the
employees. For instant, In McDonald's, due to following this approach, there can not be effective
communication among the employees and management so the workers do not share their issues
to the company (Mayo, 2016). Such as if the employees are suffer with the problem of lack of
resources and there will not be proper and effective communication on regular basis with the
seniors and workforce. Then it can be drawback to the firm because it can be negatively affect
the productivity and profit ratio of the organisation.
Example of an organisation using a Soft approach to HRM
Soft HRM is an approach to Human Resource Management which consists treating
workforce as one of the essential resource of the company;s important liability. If the firm
implement soft approach then it views to its workforce as quibbling origins who are the cardinal
to their long period business plan of action. Human resource divisions will incorporate worker's
requirements in to their long term organisational plan of action. Some of the major
characteristics of this approach belong a concentration that how the employees are rewarded by
the management for their good performance and how they can encouraged so that they can be
passively occupied in accomplishing the organisation's plan of action, mission, vision and values.
Apart from it, this approach is responsible to motivate employees so that there should be
effective interaction between workforce and management (Van Der Vegt and et. al., 2015). It
beneficial because if there would be open communication among employees and employers then
workers can discuss their issues and problems with their seniors or get appropriate solution on
time. Organisations who follow this approach of HRM also typically utilize a more agonistic
salary artifact like profitableness sharing, company incentives.
There are examples of several organisations like Google, Facebook and Tesco etc. which
follow this approach to Human resource management. Here, the discussion about Tesco which
implement this approach in its business. Tesco is multinational grocery company which operate
its business in different nations of the world. It is the third largest retailer in the world with the
help of its various products and services (Navimipour and et. al., 2015). The management of this
company follow this approach so that it can make effective relation with the employees by
feeling them important resources to the company. With the implementation of this approach, the

administration of Tesco can measure the performance of the workforce and rewarded accordant
to their execution. This encouraged the employees and they use their efforts and effectiveness for
the business growth of the company.
This approach is beneficial to the organisations because if the company apply this
approach the it can keep cooperation, human relationship, goodwill an disposition of entity's
individuals. With the help of it, the management treats workforce individually and encouraged
them so that agonistic benefits can be gain by the firm from the market. It assist in offering
similar opportunity which are affiliated to growth to each and every person within the firm. It is
also help in maintaining work life proportion of the workforce utilising adaptability and
maximizing the productivity and innovation by decentralizing organisation framework (Noe and
et. al., 2015). Apart form it, there are some drawbacks of it for the organisations like when the
organisations use this approach, they needs good understanding and utilization ability in business
and its workforce. This approach might not suit to most companies workforce are not prepare
for shifting to it.
The administration of Tesco follow this approach to HRM because it is a supermarket
and operate its business in different nation of the world so it maintain effective relationship with
the customers and employees so that the business of the company operate in effective and
efficient manner. To to work by adopting it, the firm has effective relation with its employees
through open communication and friendly behaviour. So that they are aware with the employees
work, performance and others. This is also beneficial to the employees because due to open
communication they can discuss their problems with their seniors and get effective solution
regarding It (Snell, Bohlander and Morris, 2015). The workforce can also share their ideas and
thoughts to the management and if they are effective they can implement in the business in
context of business growth and success. With the assistance of this approach, the ministration of
the firm aware about the skills and knowledge of the workforce and if there are any requirement
of impermanent then the company conduct training and learning session so that they can make
increment and development in their competencies.
There are some drawbacks of this HRM practice which can be faced by the management
of Tesco (Noe and et. al., 2017). In this concept of human resource management, the
administration conduct motivational, training and development program to the employees so the
expenses of the firm can be very high which can unfavourably affect the company in term of

negatively influence the economic condition of the organisation. Another disadvantage is that,
due to open communication employees are able to hare their issues and ideas so the
determination devising procedure and activity can be far harder because everyone share their
thoughts and problems. These all activities can consume more time and the management and
seniors of the organisation can not focus on other actions and operations of the company.
From the above information it can be analysed that soft HRM can be most effective to the
business of the company because in it employees are treated in well manner and motivated by the
company by reward so they use their all skills and effectiveness for the growth and development
of the company (Shields and et. al., 2015). There is not any kind of risk related to employees
turnover because they show their loyalty in term of retaining with the company till long time
period.
CONCLUSION
Form the preceding defined information, it can be summarised that human resource
management is an important aspect which help the company to hire and recruit well qualified
and skilled workers so that they can make their contribution in the growth and development in
the business of the firm in term of enhancing productivity and profitability of the company. Hard
and Soft approaches of human resource manage which are implement by organisations so that by
following them thy can make effective management with in the company. With the help of Hard
HRM, the firm can fire employees to recruit new skills. Soft HRM assist in maintaining effective
relation with the workforce and motiving them in term of rewarding for their good performance
so that they can encouraged and make their contribution in the growth of the organisation. If the
company use soft approach to HRM then it provide several benefits to the company in different
manners like; by analysing employees performance the company rewarded them which influence
the workers in positive manner and they work by using their all efforts and effectiveness in the
company. This help in maximising the manufacturing of the firm and increasing the profitability
ratio. But Hard HRM is not much beneficial because within it employees are treated as
machinery and there is not proper communication between the employees and employers so
workers interdependently deals with the issues.

REFERENCES
Books & Journals
Cascio, W. F., 2015. Costing human resources. Wiley Encyclopedia of Management, pp.1-1.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
DelCampo, R. G., Haggerty, L. A. and Knippel, L. A., 2017. Managing the multi-generational
workforce: From the GI generation to the millennials. Routledge.
Fan, D. and et. al., 2016. The paths of managing international human resources of emerging
market multinationals: Reconciling strategic goal and control means. Human Resource
Management Review. 26(4). pp.298-310.
Gupta, S. and Bhaskar, A. U., 2016. Doing business in India: cross-cultural issues in managing
human resources. Cross Cultural & Strategic Management. 23(1). pp.184-204.
Harvey, C. P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Jain, A., Gera, N. and Ilavarasan, P. V., 2016. Whether social media use differs across different
personality types? Insights for managing human resources. International Journal of
Work Organisation and Emotion. 7(3). pp.241-256.
Kmecova, I., 2018. The Processes of Managing Human Resources and Using Management
Methods and Techniques in Management Practice. Ekonomicko-manazerske
spektrum. 12(1). pp.44-54.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Navimipour, N. J. and et. al., 2015. Expert Cloud: A Cloud-based framework to share the
knowledge and skills of human resources. Computers in Human Behavior. 46. pp.57-74.
Noe, R. A. and et. al., 2015. Human resources management. Instructor, 2015.
Noe, R. A., and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Shields, J. and et. al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Snell, S., Bohlander, G. W. and Morris, S., 2015. Managing human resources. Nelson
Education.
Van Der Vegt, G. S. and et. al., 2015. Managing risk and resilience.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Online
Soft HRM: Employee-First Focus. 2019. [Online]. Available Through:
<https://study.com/academy/lesson/soft-hrm-employee-first-focus.html>.
Advantages And Disadvantages Of soft HRM. 2019. [Online]. Available Through: <>.
Hard HRM: Focus on
Corpohttps://www.answers.com/Q/Advantages_And_Disadvantages_Of_soft_hrmrate Business.
2019. [Online]. Available Through: <https://study.com/academy/lesson/hard-hrm-focus-on-
corporate-business.html>.
Understanding Human Resource Management In Business. 2018. [Online]. Available Through:
<https://www.askwillonline.com/2012/01/understanding-human-resource-
management.html>.

Hard hrm definition, importance, example & overview. 2019. [online]. Available through:
<https://www.mbaskool.com/business-concepts/human-resources-hr-terms/17858-hard-
hrm.html>.