APPROACHES TO HRM

Approaches to Human Resource Management



Approaches to Human Resource Management

Introduction

The word “Human Resource Management” generalizes that how people are managed with in the organization from pre recruitment phase to retirement of an employee, but as people management has been discussed more essentially this has found out that humans are the assets for the company rather than being a cost, the point being how organizations manage their workforce in order to avail competitive edge as well as to enhance the overall performance through valuing their personnel.

Human resource management (HRM) has been often defined as a concept of two differentiated approaches “Soft HR” and “Hard HR” to meet the competitive edge over the competitor. The hard model highlights on the forced coherent in order to set the strategic fit, the placement of a personnel is based on the management processes, performance management and active approaches to the management of those who are the resource to the success. Whereas, the soft model emphasizes on the personnel autonomy, placement is done through loyalty, belief, conviction and self regulatory behaviour is used to set the strategic fit (Gratton, Hailey, Stiles and Truss, 1999).

Soft HR enlighten on the commitment, promised leadership, valuing the human resource and their priorities. There are various theories and models have been presented those talks about the potential of personnel (e.g. Maslow, 1954; Hertzberg, 1966; McGregor, 1960).the advanced function like conflict management, relationship building and organizational development are classified in soft human resources. Whereas, the region dealing with basic function of the organization like, Manpower scheduling, designing job description, job specifications, compensation and benefit packages are dealt in hard model of human resources. Hard HR works with the rigidity, close instruction and quantitative measures to manage the work force (Storey, 1987). Employees should be taken as proactive rather than reactive because they are capable of organizational development and trust worthiness they should be guided as per the requirements of their job description, job specifications and the basic code of ethics of an organization and motivate them through clear communication that helps them realizing their leadership styles and employees should be treated in a way that they must appreciate collectivism rather than capitalism (Legge, 1995).

Discussion

Hospitality Industry and Human Resource Management

Since the twentieth century there has been an negative diversification to the economic wealth the leading countries have seen a rapid change in society the changes has considered into the improvement of standards of living and the lifestyles of the citizens living in there countries. From the hospitality industry there are many factors that has been seen in the change of societal trend that related to the industry operators, this includes dumping income, easy travelling and improved lifestyles which directly impacts the reshaping behaviour of the people, reason being the media that exposes the fundamentals of the specific industry and emphasizes on the general rising living standards of an individual. The hospitality industry has contributed marvellously into the various parts of the concerns such as revenues, profitable income support plans by giving ...