Managing Human Resources

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