HRM Practices in An Organization Samples †MyAssignmenthelp.com

Question: What does the term HRM mean to you? Give examples of hard and soft HRM Practices in your organization or in an organization with which you are familiar? Answer: Human resource is an employee who staffs a function within an organization. The HRM in the company is important to manage the functions like hiring, motivating, and maintain the workforce in the company. The practices maintained by the company include the hard and soft HRM practices (Sparrow, Brewster, and Chung, 2016). The paper discusses the HRM practices of the McDonalds company which is the largest hamburger and the fast-food chain. The company was established in the year 1940 and was operated by the Richard and Maurice McDonald in California. Meaning of Human Resource Management Human resource management is the process of the management of human resource in the company. In other words, the human resource management is a process of recruiting and selecting the employee. According to me, this is the process that an organization undergoes to manage people so that company will be able to achieve the goals and objectives (Armstrong, and Taylor, 2014). Objective of HRM Each and every organization performs the business activity to achieve the profit. Similarly the HRM of the company also works with the objective, the aim of the HRM management of the company is to provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice and the talent management in the company so that the objective of the company will be fulfilled (Brewster, and Hegewisch, 2017). Many HR departments are liable for organization development that produces the culture of the organization. The HR of the company knows that their responsibility is to ensure that the organization inspires the employees and builds the team so that they will be able to work collectively to achieve the objective of the company. Responsibilities of HRM The management of the Human resource in the company is one of the most crucial responsibilities that are performed by the HRM of the organization. The first and the foremost HRM responsibility include recruitment and selection of the right people for the business so that company will be able to achieve the goals of the organization. The HR performs the activity of the job analysis and attraction of the employees so that they will be able to find the best candidate for the job vacancy (Marchington, Wilkinson, Donnelly, and Kynighou, 2016). Hiring the people for the company is not a single responsibility of the company, the development of the employees is important so that they can bring efficiency in their work. The function of the training and organization development is also undertaken by the HRM department. The HRM of the organization is responsible for the deciding the criteria for the organization compensation system (Storey, 2014). The compensation consists of the financial and the non-financial benefits. Compensation system of the company consists of the benefits, paid leave, health insurance, personal or vacations leave and the satisfaction of the employees. HR department is responsible for the health and safety regulations of the company. To accomplish all the responsibility the HR of the company needs to form a relationship with employees. Hard and soft HRM practices The HRM of the company is divided into the soft and hard HRM practices. There is a difference between both the practices some companies follow hard HRM practice while other follows soft HRM practices (Veloso, Tzafrir, and Enosh, 2015). The hard approach to HRM focuses the quantitative, calculative and business-strategic aspect of managing the talent in the organization. In the hard approach, the company treats their human resource as like other resources. In the hard practices, the focus of the HRM is on identifying workforce need to the business and accordingly recruiting and managing the employees. Key feature of Hard HRM practices In the hard HRM practices, the communication done from the top manager to the lower management is minimal. According to the organization, the salary offered to the employees is enough to recruit the employees and to retain them in the organization. There is very little empowerment or delegation in the organization, the appraisal system only focuses on the judgment like good and bad considering the staff (Michael, 2017). The soft model of the HRM traces its roots to the human relations, this HRM practice involves treating employees as valuable assets. It is practice through which the organizations gain the minds of the employees through involvement, communication and the other methods of increasing the commitment and trust towards the organization. The each and every employee is treated as an individual in the soft HRM practices (Bortolotti, Boscari, and Danese, 2015). The focus of the HRM in the needs of the employees, their roles, rewards and motivation provided for performing well in the organization. Key feature of Soft HRM practices The soft HRM practice adopted by the company focuses on the longer-term workforce planning by the organization. The communication performed by the organization is strong and regular and a two-way communication. The pay structure of the employee is competitive pay structure, they can be share options or profit sharing along with the performance-related rewards is given to the employees. The employees in the organization are encouraged and empowered to search for delegation and to take responsibility. The appraisal system of the company consider the employee's development as well as training needs, basically, the main focus of the employees is on identifying and addressing the needs of the employees and fulfilling those needs with the use of training and development (Ibrahim, and Zulkafli, 2016). The above discussion shows that there is a huge difference between the hard and soft HRM practices; these HRM practices create an impact on the working of the managers of the company. In hard HRM practices the organization makes use of the employees as a resource but on the other hand in soft HRM practices, the employees get value for their work. There are many multinational companies who are following the hard HRM practices and some are following soft HRM practices. Out of these companies, McDonalds is following the hard HRM practices. McDonalds HRM practices The McDonalds is performing the hard HRM practices because a company wants to evaluate the value of workers or employees by calculating the total production of the organization comprising of the franchises (Moore, 2015). The HRM practices implemented by the company are discussed below. Recruitment- Company performs the hard practice at the time of recruiting the employees, McDonalds hire the employees matching to the requirement of the job. The hiring is done by the company with a specific salary that shows the company is cost-effective. While hiring the HR of the company make sure that they pay fewer amounts to the candidate. This is the reason the company hires to the employees having the lower skills because the HRM of the company knows it very well that if they are going to hire the employees have the experience and the skills they have to pay a huge amount but the company is not willing to do so. Evaluation of the Performance- Evaluation of the employees performance is important to analyze the efficiency of the employees towards the work. The focus of the company is to evaluate the performance of the franchises so that company can check the profit earned by the company (Kuutti, 2015). Work-life balance- The working life plays a vital role in the company, the working life of the McDonald Company is hard because they dont provide the flexibility in terms of the working and the lifestyle. Over here, the work indicates to the career and ambition and the life indicate health, leisure, family, and pleasure (Radha, 2015). The employees need balance in the working life but working with McDonald employees will get the limited balance. Appraisal- HRM of the company takes care of the practice of the appraisal in which they reward the employees considering the performance of the employees (Qureshi, and Hassan, 2013). The hard practice of the McDonald does perform the activity on the judgment (bad or good). Hiring, Moving and Firing- The hard HRM practice leads to the hiring moving and firing the employees, hiring the right employees, movement of employees from one department to the other department as this the cost-effective, company font have to pay an extra amount to the employees of the company. The HR of the company can fire the employees anytime if they find that the employee is not effective or not able to justify the salary. The company often perform the soft HRM practices which are discussed below: - Strategy in achieving organization goals- Company take the feedback from the employees so that they can make the proper decision because employees are the one who directly deals with the customers. This feedback is taken by the company so that they can enhance the customer satisfaction (Warter, and Warter, 2017). On the other hand, the employees feel that they are valued by the manager and they have value in the organization because they are the one who deals with the customer on daily basis. Training- HRM make sure that they provide the training to the employees that guide the employees how to perform the task in the right manner so that the employees will be able to give the full efficiency and productive which generates the profit for the company. The hard HRM practices followed by the company create the benefits for the McDonalds company but at the same time, it is creating the disadvantages for the company. These practices provide the benefits of controlling the cost of the company, taking care of the performance management of the company and strategy in achieving organizational goals of the company. The decision taken by the HR of the company is quick. The disadvantages faced by the McDonalds company are discussed below:- Demotivation among the employees, as the employees of the company, get to know that they are not valuable in the company they get demotivated. The staff turnover of the employee will show a hike due to the less pay, lack of motivation, lack of employee development and training, lack of compensation benefits, no systematic appraisal plans, and lack of effective communication. While recruiting the employees the HR of the company wants to hire people having the skills and knowledge that will help the business to achieve the objective of the company. Though, The HR of the McDonalds company is not able to do so because if they hire an employee having the skills they have to pay a good amount to the candidate. The company is cost-effective so they don't give the good pay this the reason the less successful recruitment takes place. Another reason is, if in case the labor market gets to know that the company is offering the low amount then a company will fail in attracting the talented and knowledgeable employees. Considering the hard and soft HRM practices, each practice has positive and negative aspects which can create an impact on the working of the company. It totally depends on the situation that the company is following hard or soft HRM practices. The McDonalds company is considering the hard HRM practices because they want to maximize the performance of the franchises and want to be cost-effective but on the same time while making the strategies for the company to achieve the organization goals company adopt the soft HRM practices. It is recommended to the company to adopt the soft skills on some practices like recruiting, selecting and training and development. References Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. 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