Human resources management Assignment Example | Topics and Well Written Essays - 2000 words

Human resources management - Assignment exampleThe aphonic HRM philosophy is ground on the design of tight strategic control and the soft manakin on the contrary is based on controlling through commitment. However, it must be admitted that because of the diverse disposition of the two concepts their incorporation into a single imitate of HRM remains incomplete and improper (Truss, et al., 1997, p.53). The basic differences amidst the two philosophies can be elaborated using the Michigan and the Harvard models on management. Harvard and Michigan had put onward supposition X and hypothesis Y for explaining the difference concepts of HRM. Theory X is based on the notion where people are viewed as being lazy and who work for own interest. It considers the interests of people and management as being completely opposite nature and those organizations need to direct their behaviour to the organizations benefit. Theory Y considers human beings as being emotional possessing feelin gs and motivation. They actively participate in activities which give them frolic and personal realization and that it is the duty of the management to motivate them and help realize their potential (Truss, et al., 1997, p.54). According to the findings of Poole and Mansfield, (1994), the hard model comprises of amore strategic approach which endorses the views of the management more than the employees. On the other hand the soft model emphasizes more on communication, team work and group activities and utilization of individual talents (Gill, 1999, p.2). Theory X which is based on the hard HRM model mainly focuses on the nature of the organization and the organizational characteristics paying really little attention to the nature of the employees while on the contrary, the soft model based on which Theory Y is derived considers nature of employees and their needs and requirements for delivering to the organization (Price, 2007, p.42). Also the soft model of HRM considers increase d satisfaction as the managements main aim against the various calculated methods which characterizes the hard model. Lastly it must be mentioned that the hard model was one of the very first theories which were developed when organizations were born and they do not only demonstrate human nature. They were regarding the ways of managing the workforce through scientific measurements. This theory considered humans as resources homogeneous the way machines were treated as resources of the organization. However, the soft model thinks that individuals can be proactive and creative and must be nurtured by the organization in order to ensure their commitment (Price, 2007, p.42). Advantages and disadvantages of each approach laboured HRM practices are extremely tough minded and astute and communicates through tough languages of economics and business. It focuses on the calculative and quantitative business strategic aspects of managing human resource. The beneficial aspect of this model is that it provides a close desegregation of the HRM policies, practices, systems and activities with the strategic interests of the