Human Resource Management: A Comparative Analysis

The provided document offers a comprehensive report on human resource management, focusing on the importance of diversity and equality policies within an organization. It also delves into performance appraisal methods and strategies for dealing with post-appraisal problems. The report compares scientific management theory by F.W. Taylor and human relationship theory by Elton Mayo, providing insights into their relevance in modern HRM practices.

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Table of Contents
........................................................................................................................................................2
INTRODUCTION............................................................................................................................4
TASK 1.............................................................................................................................................4
A. Comparison between Human relation and scientific management theories...........................4
B. Lesson learnt from these two theories.....................................................................................5
TASK 2.............................................................................................................................................5
A. The importance of Diversity And Equality policies in organization......................................5
B. The management of diversity and equality policy..................................................................6
TASK 3.............................................................................................................................................7
A. The process of appraise the performance of subordinates......................................................7
B. Dealing with post appraisal information.................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES.................................................................................................................................9

INTRODUCTION
Organisational management is very important to set the company's goals and objectives
and to set the guidelines and planning to achieve those goals. Human resource management is the
process oh hiring ,organizing and managing the workforce in the organization. The present report
focuses on different theories related to human resource. The report depicts the scientific
management theory by F.W Tylor and human relationship theory by Elton Mayo. The report
presents the comparison between the theories and explain its significance for the management.
The reports mentioned the Diversity and Equality policies in the company and presents how to
manage this policies. The report presents the different performance appraisal methods and discuss
about post-appraisal problems.
TASK 1
A. Comparison between Human relation and scientific management theories.
F.W Tylor theory of scientific management: according to the theory of F.W Tylor, there is
need of setting performance standard in a company, as there is no schedule of work done by a
worker in a day(Waring, S. P., 2016.). The principle of rule of thumb describes the amount of
work by an average worker. Tylor introduces the performance standards of a worker so that it can
be compared with other workers. He also stated that the wage of the worker will provided as per
the work they are doing . The worker with better output will receive more wage rate. Tylor stated
a principle where will be 8 supervisor required to supervise the the worker to make sure the
standard output work can be done by them. Tylor introduces a study which state that to increase
the productivity and profitability, the management and worker should have positive attitude
towards each other( Taneja, S., Pryor, M. G. and Toombs, L. A., 2011). Tylor's time study helps
to determine the management how much time is taken by a worker for doing a particular job by
recording analysing their job.
Human relation theory by Elton Mayo: The theory by Mayo is concluded with the Hawthorne
research which stated that giving personal attention to workers will improve their working
efficiency. The interaction of a manager with their subordinate will help in enhance their
performance. This theory gives a concept labour motivation which gives light to the new
prospective than scientific management and replaced the term worker with employee. Every
person is different in terms of character and behaviour, thus the manager has to understand the
complexity of the employee and guide them properly to increase the productivity of employees.

By study both the theories it can be concluded that , the Tylor's theories focuses on how
the productivity from he worker can be increased in the minimum wage rate. It stated to increase
the efficiency of work of a worker by providing them training and assign them the job on their
capability(Booth, K. and Erskine, T. eds., 2016.). The supervisor should be there to monitor the
workers performance and provides proper instruction. Whereas, the Mayo theories of human
relation focuses on understanding of human behaviour particularly in context of the working in
organization. It emphases on motivation , larger the organization more the motivation needed to
the employee. Human relation theory states that the worker are not just a machine motivated by
money only, but they respond to the work situation like recognition, participation in activities etc.
(Human relations theory.2018)
B. Lesson learnt from these two theories.
From the scientific management theory of Tylor and can be learned that a manager has to
supervise the work efficiency of worker per day. The manager has to provide proper training to
maximize the work efficiency of a worker in a cheap possible wage rate. The management should
hire the best suitable worker to do a [particular job. A manager is responsible for the execution of
work assigned to the worker. By Elton Mayo's theory of human relation stated that a manager
should not just focus on the but also have a basic understanding of human behaviour(Heifer, L.
R., 2017). The manager must study the personal relationship between the employees. A manager
should motivate the workers and not just treat them like a resources.
To develop the managerial skills its important to consider both the theories. A
manager should act as a supervisor and monitor their working and at the same time a manager
should act as a leader and motivate the employee and try to but a healthy relationship with the
employees. By applying both the theory a manager can increase the working efficiency and
maximize the profitability.
TASK 2
A. The importance of Diversity And Equality policies in organization.
Diversity: Acceptance and respect the difference and uniqueness of every individual in
organization. These differences can be the dimensions of gender, sexual orientation, socio-
economic status, age, physical ability etc(Wrench, J., 2016). In new organization, the diversity
policies is very important as the dimension of differentiation can become problem, As a manager

a diversity policy in a work place is very important as business is becoming more global. In
organization the diversity falls in the equality of opportunity and employment without being
bias. The diversity policy is very important as the work place with diverse environments a place
where employee will enjoy in coming as there will be conflict on personal basis and employee
will concentrate on company's goal. The policy is useful in getting innovative ideas, Like the
person with low income can understand the company's product is expensive or not. When there
will be no discrimination in the company between the employees it will results in more
productivity and efficiency.
Equality: in an organization equality can be said as breaking down all the barriers and
eliminating discrimination , and equal opportunity will be given to all groups which is supported
and protected by legislature. Equality policy in inter-dependent with diversity policy. Promoting
equal opportunity in workplace as it will promote a wider pool for labour without any
discrimination that will diversify the organization(Sayed, Y. and Ahmed, R., 2011). Equality
policy includes gender equality, a organisation which gives equal opportunities to both men and
women will allow more productivity. A more relaxed workplace atmosphere will increase the
morale of employees.
B. The management of diversity and equality policy.
The ensures effective diversity policies, the proper management of diversity policy can be
done. As diversity is all about acceptance of the differences, the the management will done
training or seminars on the diversity issue so as to ensures that all the workers come together at a
place and interact with each other. Working as a team will enable the employees to to overlook
the differentiation and work together as a team member(Murray, M., 2017. ). Motivating with
recognition on a talent base will eliminate the chance id discrimination and all the employee will
focus on their talent for work efficiency. Different activities or festival celebration can be
arranged so that all the employees can connect with each other personal level. Interacting and
socializing can be an effective manner to ensures the better diversification in the organization.
Making the organization a diverse free can increase the goodwill of the company as the
organisation do not discriminate and welcomes all.
Managing the equality policy in workplace requires serious consideration. There are
many laws ensuring no discrimination in an organization on the basis of gender, cast or socio-

economic differences. Timely checking and monitoring should be done to ensures the effective
equality practised in the workplace. This can be done by making laws and legislations in the
organisation against discrimination in organization.
TASK 3
A. The process of appraise the performance of subordinates.
The process of performance appraisal of subordinates can be done by various methods.
With the assessment of the workplace and ,management type a method can be adopted for
performance appraisal. The following method can be adopted for systematic performance
appraisal such as:
Establish Performance Standard: with each job position, each performance standard are
important. This standard are established through job descriptions, employee handbooks etc.
performance standards includes attendance, work sales, working process etc(Selden, S. and
Sowa, J. E., 2011).
Employee Communication: a ,manager should clearly communicate to the performance
standard to the employees. There should be a presentation on a very first day of an employee
about the company's appraisal process and expectations from the designation of job. Meeting
should be done with the employee on a regular basis to retain employment to be eligible for
raises or performances.
Employee Feedback: performance appraisal should be done by taking reviews from each
employee and check the standard expectation and ensures what has been done well and what
needs to be improved. Take feedback from employees about the personal performances,
professional goals and feedback about company.
Action plan development: action plan should be made for future performance appraisals.
Goals are set for employees success and planning of action for improvement will be done. The
personal development goals should be taken as a part of development plan. Keep the paper signed
with employees once they are agreed with all conditioned and give a copy to them.

B. Dealing with post appraisal information.
After the performance appraisal revels, the management can find some employees are
struggling in their work while some where too good with the work. In the context of this situation
the management should follow these practices.
For under-performed employees: proper communication should be done with the
employee about their struggling with work. Once the problem is identified, proper training and
development programme should be conducted for them. Motivation should be given to them to
improve their performances.(Espinilla M., and et.al., 2013.)
For over-expected performances.: the employees who are performing over expectations,
should be rewarded with monetary and non-monetary tools. Incentives, bonus could be some
monetary tools for appraisal . Recognition awards are some non-monetary tools for appraisal.
These will motivate them to keep their performance.
CONCLUSION
On the basis of above report it can be said that, the human resource management is very
important aspects of managing the employees in the organisation. With the above report , it can
be concluded that scientific management theory by F.W. Tylor focuses on maximizing the work
efficiency of worker with lower wage rate. While the human relationship theory by Elton Mayo
emphasis on understanding the human behaviour within the organisation. The report concludes
by comparing both the theories and how they are helpful for a manager. The report presents the
importance of Diversity and Equality policy in an organisation. The report concluded different
method for the performance appraisal in a organisation and to deal with the post appraisal
problems.

REFERENCES
Books and Journals
Booth, K. and Erskine, T. eds., 2016. International relations theory today. John Wiley & Sons.
Taneja, S., Pryor, M. G. and Toombs, L. A., 2011. Frederick W. Taylor's scientific management
principles: Relevance and validity. Journal of Applied Management and
Entrepreneurship. 16(3), p.60.
Waring, S. P., 2016. Taylorism transformed: Scientific management theory since 1945. UNC
Press Books.
Espinilla M. and et.al., 2013. A 360-degree performance appraisal model dealing with
heterogeneous information and dependent criteria. Information Sciences. 222, pp.459-471.
Heifer, L. R., 2017. Overlegalizing Human Rights: International Relations Theory and the
Commonwealth Caribbean Backlash Against Human Rights Regimes. In International
Law and Society (pp. 125-204). Routledge.
Murray, M., 2017. Equity, diversity and interdependence: Reconnecting governance and people
through authentic dialogue. Routledge.
Sayed, Y. and Ahmed, R., 2011. Education quality in post‐apartheid South African policy:
balancing equity, diversity, rights and participation. Comparative Education. 47(1),
pp.103-118.
Selden, S. and Sowa, J. E., 2011. Performance management and appraisal in human service
organizations: Management and staff perspectives. Public Personnel Management.40(3),
pp.251-264.
Wrench, J., 2016. Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. Routledge.
Online
Human relations theory. 2018. [Online] Available through:
<http://www.oxfordreference.com/view/10.1093/oi/authority.20110803095949990>

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