Hrmt11011 Human Resource | Business Assessment Answers

Write essay and using appropriate theory and evidence;

Critically assessment the implication of one of the following ‘schools of thought’ for Human Resource Management.

Answer:

Introduction

The Human Resource Management is the practice which is for the recruitment, hiring, deployment and then managing the employees of an organization. The strategic human resource management is about the alignment of the business goals of the organization with proper human resources for fostering innovation. It then complies to work on improving the motivation, satisfaction and the productivity with overall performance as well.

Implications of Soft HRM

The soft approach can be helpful for making a business in case for an approach that will help in a better reward performance of employee. It will be motivating the staffs as well. The problem could be about the employee benefits which could be added up with major cost of the workforce that tends to leave the business at a competitive disadvantage. It clearly helps with high commitment, people focused factors along with treating the people as the important resource in the business. There are arguments about identifying the processes to equate respective interest with influencing organizational choice for human resource practices to policies, influencing employees and the organizational structures as well. The focal points are the need of employees, employee training, their development, commitment and the participation that helps in improving the workforce flexibility and the quality integration as well (Cook, MacKenzie, and Forde, 2016). They have a major impact on the benefits with total commitment for organizational employees, their involvement and decentralization and participation for decision making process. The choice of the model is a rational model which helps in providing a wider range of opportunities for pursuing a mission. The new strategies make reconsiderations for positive and negative influences to achieve better organizational objectives for higher performance and effectiveness.

Critical Assessment

The soft approach is assessed to have a major impact of open system strategy which allows the participation and employee integration for better policy formulation and handling organizational environmental issues. (Rahman, Tabassum, and Sultana, 2017). There are different aspects which includes handling workplace culture and the competition of market as well. For soft HRM, they are advocated for internal, personal and external environmental factors that integrates into strategy of property development for best practices. It helps in treating the employees as an important resource in business and competitive advantage where the employees are also treated as individuals and their needs are also planned accordingly. (Gheiratmand ., Hosseini, and Reihani, 2017).

Conclusion

The soft HRM highlights about the democratic leadership style and treat the employees as the important resource in the business (Collings, Wood & Szamosi, 2018). The employees are considered to be the individuals where in they make best use of skill which is useful when the employees are experiences. It leads to the decision making which needs more time and costly approach. The companies like Unitex and AJI Group use Soft HRM as they are helpful for the cost-effective workforce. The attention is to the needs of the employees and the satisfaction of the employee which might be a competitive disadvantage.

References

Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

Cook, H., MacKenzie, R. and Forde, C., 2016. HRM and performance: the vulnerability of soft HRM practices during recession and retrenchment. Human Resource Management Journal, 26(4), pp.557-571.

Gheiratmand, T., Hosseini, H.M. and Reihani, S.S., 2017. Iron-borosilicate soft magnetic composites: The correlation between processing parameters and magnetic properties for high frequency applications. Journal of Magnetism and Magnetic Materials, 429, pp.241-250.

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 Journal, 37(2), pp.104-117.