Hard and Soft HRM Practices

This assignment delves into the contrasting approaches of hard and soft human resource management (HRM). It requires an analysis of the key characteristics, benefits, and drawbacks of each style. Furthermore, students need to evaluate the impact of these practices on employee performance and organizational success. The analysis should be supported by real-world examples and scholarly research cited from provided sources.

Human Resources Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Defining human resources' management ...................................................................................1
Strategic human resources' management ...................................................................................1
Defining Hard and Soft HRM ....................................................................................................2
About Global Context ................................................................................................................2
Recruitment and Selection and about strengths and weakness...................................................3
Internal and External Recruitment, advantages and disadvantages ...........................................4
TASK 2 ...........................................................................................................................................5
(3) Explaining the benefits of different HRM practices for both employer and employee .......5
(4)Evaluating the effectiveness of HRM practices for raising the organization profitability and
productivity ................................................................................................................................6
TASK 3............................................................................................................................................7
(5) Analyses the importance of employee relation in respect to influencing HRM decision
making. .......................................................................................................................................7
(6) Key elements for employment legislation and its impact on HRM decision making...........8
TASK 4..........................................................................................................................................10
(7) HRM practices in working environment.............................................................................10
REFERENCES .............................................................................................................................14

INTRODUCTION
Human Resources management is the process of utilization of resources, recruitment and
selection of employees, maintaining employees welfare, safety and health, measuring the
employees' performance and employees relation in the organisation. In this report, JP Morgan
Firm is taking into action. It was commercial and investment banking institution founded by J. P.
Morgan in 1871. In this report, it will define HRM, strategic HRM, recruitment and selection,
defining hard and soft HRM. It will explain the benefits of different HRM practices with in the
firm and evaluating the effectiveness of HRM practices for raising the profits and profitability of
company. It will analysis importance of employees relation to influencing HRM decision making
, identify key elements of employment legislation and its impacts has upon HRM decision
making related to workplaces. It will illustrate the application of HRM practices in a work
related context (Armstrong and Taylor, 2014).
TASK 1
Defining human resources' management
HRM is the process of creating opportunities and hiring employees, planning of
personnel needs, recruiting right people for the job, giving training and managing the wages and
salaries of employees. JP Morgan is commercial and investment banking institution. Therefore,
HRM is helping for recruiting and selecting candidates, giving training of employees and
managing the compensation of employees in the workplace. The HR assistants is to managing all
practices of HRM in the company. HRM is the helping for improving HR policies and
procedures, managing the performance of employees, maintaining the employment legislation
relating to health, safety and welfare of company.
HRM is the process to maintaining employees relationship, improving employees
performance, modification different laws and regulation such as health and safety, discrimination
and equal payment etc. It helps to increasing motivation and development of employees in the
workplace (Cascio, 2015). The purpose of HRM is to increasing productivity and effectiveness
of employees in the organization. It concerns with organisation changes and industrial relation.
Strategic human resources' management
Strategic HRM is important part of all types of organizations such as public, private,
small and other types. It is to ensuring that HRM is integrated into strategic planning with HRM
policies. It is managerial decision for determining the long term performance of company. It is
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the connecting for improving performance and organisation goals and objectives with strategic
goals. It helps to developing the company cultures with innovation and flexibility. SHRM is the
method of integrating with strategic content of the business. It is derived from staffing function
such as recruitment, selection and appraisals etc. which are used for directly connected to the
strategic choice of the company. It includes elements of HRM such as recruiting, discipline,
improving quality, work experiences and maximizing the benefits for both employees and
employers (Delery and Gupta, 2016).
Defining Hard and Soft HRM
Hard HRM: It is model of HRM which are used for smily treats of employees by
managers and supervisor. In this model, manager are focus existing HR policies and procedures,
laws and regulations which are necessary to following and applying in the company. Manages
are focusing to identifying needs for workforce and according to workforce recruiting and hiring
the employees. For example, HR policies, laws and regulation (Hard and Soft HRM., 2017).
Soft HRM: It is another model of HRM which are used for treats employees with
sources of competitive advantages. The key features of soft HRM is focusing on long term
strategic planning, giving performance based rewards, focus on training for development of
needs of employees. For example, collaboration, skills development and developing trust (Farr-
Wharton and et.al., 2017).
About Global Context
HRM is important in the global context in different levels such as organisation,
professional, society and national level for focusing on achieving the goals and objectives from
effective way. In the global context, HRM is helps to managing polices relating to compensation,
planning, recruitment etc. It helps to improving work life, providing healthy and safely working
environment, increasing the professional growth. In the society, it is providing the self-respect of
labour. HRM is play leading role in the nation development. It helps to use of capable needs in
effective natural resources. The national development is also depends on skills, beliefs and
attitudes to its human resources. HRM is to helping for improving the growth in the economy of
the nations and also improving standards of living of individuals'. In the global context, there are
many issues such as political, employees and employers, work cultures (Hollenbeck, Noe and
Gerhart, 2018).
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Recruitment and Selection and about strengths and weakness
Recruitment Process:
Recruitment is the process of hiring and recruiting the candidates with skills, knowledge
and experience for job vacancies in the company. HR manager is to identifying the abilities,
skills and attitude according to job description in the company. The purpose of recruitment is to
creating opportunities for the requirement role in the organization. It is the process to attempting
and encouraging the potential candidates to applying for existing or job openings.
Strengths of recruitment process:
Decision Making: It is strength of recruitment process to taking quick decision in the
internal sources such as promotions. It is not difficult to identifying skills, knowledge and
abilities of existing employees. For new candidates, it is necessary to taking decision for job
vacancies (Inkinen, 2016).
Company Growth: By the recruitment process, new employees are coming into the
company. They are helping for achieving the goals and objectives. They are contributing in
growth of company.
Weakness of recruitment process :
Inefficiencies: It is general weakness of recruitment process is that some recruiters are
spending times for researching and recruiting ways that do not lead to better quality applicants.
` Time and Expenses: There are two types of recruitment sources such as internal and
external. By the external sources, taking more time and money for recruiting of capable
candidates. To recruiting of candidates through external sources, HR manager is investing huge
money for advertising (Kaufman, 2015).
Selection Process:
Selection is the process of choosing the best applicant for job opening in company. By
taking interviews, testing and references checking, HR assistant are selecting suitable candidate
for job positions. The purpose of selection process for ensuring that selected person is using their
roles fairly and effectively in activities.
Strengths of selection process:
Reducing the cost: For selecting the candidate from assessment centres, it is reducing
the operational costs. By the process, it helps to finding of right candidates for the job positions.
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Time and Investment: For selection of candidate, HR manager should selected suitable
methods. Therefore, it is spending low level of time and money.
Weakness of selection process:
Time Consuming: Some methods of selection process are consuming for more time. For
selecting the candidate by interviews, it is taking more time (Meijerink, Bondarouk and Lepak,
2016).
Cost Effective: By using the different kinds of tests for selecting the candidate, it is
taking more costs.
Internal and External Recruitments, advantages and disadvantages
These are sources of recruitment process by using HR assistants for hiring the suitable
candidates of the job vacancies.
Internal Source Recruitments:
It includes different methods such as promotion, transfers and present employees.
Through these methods, HR assistants are recruiting and hiring the candidates for job positions.
Promotion is the method of shifting existing employees to higher positions carrying with high
responsibilities and high pay.
Advantages:
Improving Morale: Through internal recruiting, employees are increasing and
improving of their morale. They are fulfilling of all the requirement by the getting the
promotions (Rothenberg, Hull and Tang, 2017).
Self development: Employees are increasing their self development in the workplace by
using the internal sources for the recruitment process.
Disadvantages:
Promote unemployment: Through promoting the existing employees, it increases
unemployment in outside of the company. HR is recruiting employee from inside and taking the
talents of working platform.
Promote Favouritism: It is unfair practice of HR for promoting their favourite
employees and from personal preferences.
External Sources of Recruitment:
The HR assistant is to recruiting by the external sources such as advertisement,
educational institutions, labour contractors and other methods.
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Advantages:
Bring new ideas: Through external sources, it helps to bring the new ideas for working
and activities in the workplace (Michael, 2017).
Disadvantages:
Time and costs: The external sources of recruitment is taking more time and money by
using the advertisement methods.
TASK 2
(3) Explaining the benefits of different HRM practices for both employer and employee
There are different practices of HRM such as training and development, motivation,
performance management and HR policies and procedures.
Benefits for Employees :
Training and development: HR assistant is to giving the training for improving
employees abilities, skills and knowledge, capacities. It is benefit for both employees and
employers. For the employees, it helps to increasing the skills, knowledge, capacity and personal
growth and development.
Employee Relation: It is beneficial for employees to developing and maintaining the
relationship with employers and management in the workplace. HR is to trying to maintain the
relation between employees (Rahman Tabassum and Sultana, 2017).
Compensation: It is beneficial for employees for receiving the compensation for
increasing productivity and satisfaction. It helps of employees to fulfilment their requirement and
needs. Through this HRM practice, employees are feeling protective and increasing their ability.
Motivation: It is beneficial for employees to fulfilling their needs for working in the
organization. HR is to adopting various theories for motivation. By motivation, employees are
better performing and increasing their expectation from the company.
Performance Management: It is part of HRM practices to managing the performance of
employees. It is beneficial for employees to improving their performance in the company. For
employers, it is beneficial to taking decision for rewards according to employees performance.
Benefits of Employers:
Benefits Plan: It is beneficial for employers to providing and managing the high risk
relating analysing different costs and expenses in the workplace. It helps to improving the
productivity and development (Rothenberg, Hull and Tang, 2017).
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Employee Relation: For improving the employees' performance, it is beneficial for
maintaining and developing the better relationship with the employees in the workplace.
(4)Evaluating the effectiveness of HRM practices for raising the organisation profitability and
productivity
For raising profitability and productivity of organisation, it is important for evaluating the
effectiveness of HRM practices.
Recruitment and Selection: HR assistant is to using the different methods of
recruitment and selection process in the workplace. For effectiveness of these practices, it helps
to increasing the profitability and productivity of company. By the recruitment and selection
process, it helps to identifying the skills and knowledge, abilities and capacities for job
descriptions and persona specification.
Training and Development: For improving the skills and abilities to better performing,
HR is providing training of employees. It is helping for employees to understanding work related
activity in the company. The objectives of training and development is to increasing the
knowledge and skills, improving the performance of employees. It helps for employees for
personal growth and development (Siegmund, Siegmund and Apel, 2015).
Performance Appraisals System: It is process to evaluating, assessing of performance
of employees in company. For performance appraisals, HR is used different types of techniques
such as rating scale, paired comparison and 360 degree feedback in the workplace. For
effectiveness of appraisals system, HR is using most suitable methods for easily evaluating the
performance of employees.
Compensation System: It refers to any types rewards which gives on the basis of
employees performance. It includes benefits and rewards such as bonuses, profit sharing and
other benefits. It helps of employees to fulfilling their needs and satisfaction from the company.
HR is ensuring and managing all expenses and profits in the company. For improving quality of
working life includes financial and non financial benefits of organisation (Veth and et.al., 2017).
Employees Relation: For developing employees' relation, HR is arranging different
programs. It is important to participating and coordinating of all employees in different activities
in the workplaces. Therefore, it helps to developing relationship between employees in company.
For employee relation, HR is organising different programs on outside the company. It is helps
to achieving individual's and organization goals and objectives.
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Performance Management: For effective HRM practice, HR is ensuring that all
employees are better performing of work related activity. For managing performance, HR is
adopting various techniques in the company. Performance management is the method which
used to improving performance and increasing skills and knowledge in the workplace.
TASK 3
(5) Analyses the importance of employee relation in respect to influencing HRM decision
making.
Employee relation with HR is effects on the different ways in the organisation. It depend
on both side relation in organisation. Different the employee must share a friendly relation
otherwise they would always end up fight with each other. It is important to making a healthy
and positive working environment to maintain better employee relation. It promotes efficiency
within organisation and employees (Marchington and et..al. 2016) It depend upon the different
relationship with human-resources and employ for taking decision making. It is important
because of following reasons.
Easy working environment - Good relationship between employees and HRM become
well manage environment in organisation. This will helps to reduces work load of them and
increases productivity. Co – worker and manager will assist and guide in completing work. HR
is responsible to gives training to their employees. This will help to more efforts as their roles
and responsibilities increases. Employees works with effective relation helps for developing the
organisation and increases profitability.
Reduces conflicts - Understanding between HR and employees relation useful to reduce
conflicts among employees. This will help to concentrate on their work. They will start and
interacting and respecting more with each other. If employs and HR understand their relationship
in a good manner it will help to reduces different prospects for generating ideas and innovation
technicality (Miley, O'Melia, and DuBois, 2016) . On the situational condition it will helps to
taking decision for betterment for organisation because of effective relationship between HR
and employees.
Reduces turnover - A poor working environment reduces ability and discourage
employees for work effectively and its impact on their performance. Results is that organisation
constantly reduces its profitability and its impacts on their turnover. Worker express and share
their felling towards works and discussing personal problems and issues. collaborative working
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reduces works load of everyone and creates a better environment. It reduces employee's turnover
as they feel they are also a part of organisation.
Motivation increases – Employee relation makes to motives others and effective
communication. If they communicating with effective ways they will trusting with each other as
results their working performance will be increases day by day. Also they motivating other-self
for effective communication. If employees working is effective for organisation HR manger
should give rewards to them and opportunities (Morschett, Schramm-Klein, and Zentes, 2015).
This will helps to motive other employees to works like them and achieving the objective that
HR gives them.
Reduces absenteeism- HR have responsibilities that employees not be absent in
organisation. With the helps of working environment betterment it will reduces absenteeism.
Employees start enjoying their works in a healthy environment. They started coming regularly to
organisation and they takes serious their roles in workings environment. Policy made by HR
does not have any impact to getting involved in other matters. Absenteeism controls by HR and
taking action against employees.
Helping fellow worker- Collogues helps each other to improve betterment of
organisation. It helps in helping co – worker as interaction with other in increases. Hr have also
responsible;le for employee for effectively working training, it will help to increasing employed
performance. This makes employees to solve personal problem. Positivity is expand its all
around by making everyone happy.
Improves productivity- Its directly impacts on productivity. It will depend on HR that
they provides different role and duties of employee and improvement on organisation
productivity. It creates a pleasant environment throughout the organisation (Reynolds, 2017)
Good Relation between employees to other helps to increase productive in the organisation.
`Quality improvement- Different strategies creates and implemented by human
resources management helps improving overall quality of employees. This will help to make
loyal toward their organisation and work and reduces turnover.
(6) Key elements for employment legislation and its impact on HRM decision making.
It is essential that protected employee's for wrong practices in the organisation. In
organisation HR have responsibilities for employee's that they followed the rules and regulation
that implemented in organisation. Legislation , laws other regulation such as the employment act.
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Sex discrimination act. According to legislation, HRM creates and imposes various policies.
These policies differ in every organisation according to employment laws of different countries.
The key elements of legislation are as follows:
Equality act – This act help to equality between employees. It proves that each employee
should be treated equally and no discrimination. It must be done on the basis on gender, colour,
etc. company provided fair and equality chance to every signal candidate who applies for
particular job. HR corrected that no person is discriminated on any factor and should develop
policies according to it. HR is to select and recruit candidates on the basis of their qualification
and skills. In equality helps to sustainability for effective solution for the corrective situation on
the behaviour that helps to sustain the organisation effectiveness (Snell, Morris, and Bohlander,
2015). Different organisation follows the effective techniques to operates the activity. It depends
on the organisation activity for the effective communication that helps for the equality in the
organisation. It will be impact the organisation will effectiveness in the organisation. It will be
appropriated the operational activity in the organisation's.
Health and safety act- This act protects employees from any harm to their health.
Company have to follow and provide safety and healthy environment for employment. It should
ensure workers safety is the priority then other things. If there exists any harmful element, then
proper safety tools must be provided to them. HR have responsibilities to create rules and
regulation in order to provide safe working conditions. If any condition that situation is arises it
will appropriate actions must be taken to protect of workers. This act provided employee
satisfaction so that they works effectively in organisation. HR decides what precautions are is to
implements any happening of accidents. Training must be provided to them non how to use
safety tools in critical situations.
Data protection act- Organisation have different data but the most important data safety
will be important for organisation. It depends on the organisation that how technicality they
control the data thefts . Employees have limitation to operate the operational activity in the
organisation. HR is to provided different roles with effective duty (Warner, 2014.) This roles
have different authority that organisational provides for employees to operates for their working
areas. Data protection is important also from employee. HR have responsibilities to make secure
employees personal detail like contact number, age, family background, and identification. Data
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protection helps to develops the organisation in safety manner. Also developed the organisation
for safely production to expand the globally business.
Anti- discrimination act - This act helps to reduces any discrimination between
employees to other. Also it will reduces discrimination on the bases of race, colour, sex,or ethnic
origin. It involves the age discrimination in employment act. Employment , labour, and related
tax laws often set hours or earning that exclude many part time , on call, and temporary worker
from coverage. It will be depend upon the organisation that will ant- discrimination. This will
helps to sustain the organisation effectiveness for effective communication in the organisation.
Anti- discrimination laws help for the organisation in effective way (Marchington and et..al.,
2016). it department will helps to sustain the organisation to motives from other employees. It
will depends on the organisation that will have to approaches that employees should have to
followed.
TASK 4
(7) HRM practices in working environment.
HRM practises makes many issues that affecting the process and procedure of
organisation. In order to ensure the success and effectiveness of operations, top management. Its
impacts on different technology, budget, leadership, culture factors. It depends on the
organisation that HRM have good impacts on this factor. This have different impacts on the
organisation activity. Also utilization of different ideas that makes the organisation implications
for the correct decision. It depends on the marketplace that organisation effects on their
employees with the help of different activities. It depends on the different markets that helps for
the corrective action on the business in the organisation (Miley, O'Melia, and DuBois, 2016). It
depends on the market structure that helps to understand in the market related function on the
bases on the organisation. It depends on the instructs that they revealed in the organisation. In
this HRM practise help to sustain the correct market research the different holder in the variable
market condition. Iot decried that organisation reflect the constitution in the market caption.
 Training agenda- The main agenda to Handel hotel customer in any situation, Also helps
for any time services that customer wants. Receptionists in hotel always focus on the
customer needs. This will help for customer and it will have great impacts on their mind.
 Job title – business lecturer
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 Job roles – analysing financial terms and data which will based on financial times. It can
be experienced of their background like financial terms, accountability, coast related
solution, taxation.
JOB OPPORTUNITY
UCL requires a qualified business lecturer who is experienced enough in teaching profession.
Qualification required:
Having diploma in business management and post-graduation from a recognised university
Experience
Minimum 4 years of experience in teaching profession.
Age:
Between 25 and 37 with excellent health
Interested candidates may send their resume on jobs. ac.uk before 25th july .
HR Manager
UCL
London, UK
Job description
Job title- business lecturer
Duties- Providing quality education to students. English is compulsory. Problem solving skills
and excellent IQ is required.
Role- analysing financial terms and data which will based on financial times. It can be
experienced of their background like financial terms, accountability, coast related solution,
taxation.
Location- UCL
Remuneration- According to the qualification and experience
Job mission- it includes the job role of lecturer to provide quality education to students and
performing other duties and roles as well.
Outcomes- Candidate must be able to perform their duty very well. Also, to give best results in
their subject .
33 Job specification for nurse position
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 -Compulsory bachelor's of science in nursing
 Candidate should be graduate any medical degree holder.
 Minimum 3 years experience in medical profession.
 Age between 29 to 40 year.
 Candidates should be humble behaviour specialised with patient.
 the nature of their job which calls for constant standing, walking, bending and lifting.
4) Job specification document for a chef position
 Principal place of work : Michelin star restaurant
 Reporting : Head Chef
 A proven working knowledge of English and continental cookery.
 Experience in contact catering in the different hotel.
 Hours of working -30 hours per weak occasional evening, weekend and bank holiday
working may be required.
 Purpose of the post: To assist the head chef in producing meals and services within the
required deadline and to the company set stander and customer satisfaction. To work the
catering operating budget using nominated suppliers.
Curriculum vitae
Name – Stuart
address – 125/ P block. Arena UK
contact no.- ---------
email address - Stuart@gmail .com
Qualifications
Degree university Year of passing Grade
bachelor in mass
media
Union collage 2012 70 %
Master in mass media Union collage 2015 75%
 Extra curriculum activities
 Wildlife-based photography
 Weeding photograph
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 Different shots in modelling events
 Training by photography institutes and won the title of best photograph
Basic details
Father name - Mark
date of Birth 25\7\1992
Address- 125/ P block. Arena UK
Marital status- Unmarried
CONCLUSION
From this report it is concluded that HRM and employees relation is importation for
organisation. It will help to sustain the working environment for organisation. Also, concluded
that different HRM practise make correct level of employee hiring and created organisation in
different level of working environment.
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REFERENCES
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Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
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Farr-Wharton, B. and et.al., 2017. Qualifying beliefs about informality and hard HRM in small,
medium and large firms: an employee’s perspective. Australian and New Zealand
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Hollenbeck, J. R., Noe, R. A. and Gerhart, B. A., 2018. Human resource management: Gaining a
competitive advantage. McGraw-Hill Education.
Inkinen, H., 2016. Review of empirical research on knowledge management practices and firm
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Knies, E. and et.al., 2015. Special issue of International Journal of Human Resource
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empowering approach. Pearson.
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. Strategic international management.
Springer.
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Rahman, T., Tabassum, A. and Sultana, N., 2017. Identifying the Reliability and Validity of
Hard and Soft HRM Measures: A Study on the Banking Sector of Bangladesh. ABAC
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Reynolds, M., 2017. Organizing reflection. Routledge.
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Online
Hard and Soft HRM., 2017. [Online]. Available through. : <https://www.chronologic.co.uk/soft-
vs-hard-hr-management/>.
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