Human Resources Management Essay

An individual hatful incline delicate collectible to various reasons which may be arising as a result of motivation in the brass. One factor that brush off soak up an individual to mold wicked is satisfaction received from the job he or she is doing and also from the organization (Pepitone, & Bruce, 1999, pp. 86). From the motivation possibility of Douglas McGregor who came up with the guess Y and theory X, as he examined individual behaviors at break away, he draw several factors that house help us understand why people incline hard in their pasture places.From the assumptions of theory X, we can say individuals work hard as result of how they are beingness controlled by the person in charge of them and also from the threats issued by their manager (Arab British Academy for higher(prenominal) Education, 2010). The manager may issue threats and control to the individuals because the individuals according to this assumption dislike their work and thus in order for th em to work hard the manager or supervisor has to do this as motivation to bushel the individuals to perform well and thus achieve the organizational goals.Another factor that makes individuals be say to work hard according to this theory X assumptions is that, benignant beings on average like being directed and does not like responsibility (Arab British Academy for Higher Education, 2010) This can make the person answerable or in charge of the individuals to be involved in ensuring that individuals are being directed to work hard since on their own they can not be devoted to their work. Also the manager or supervisor can direct individuals since they are unambiguous so that he can make them to work hard in the organization.An individual may also work hard with the aim of achieving his goals and making original that he has enabled security for his or her job. Motivation, which may not be in form of financial strengthener hardly any other reward that brings opportunity of satis faction is another factor that may influence an individual to work hard. Still, one may be forced by circumstances to work hard due to the organizational principles which may be having a tough precaution and also may be full of punishment and as yet tight controls.On the other hand and according to the assumption of theory Y, an individual may work hard as a result of how he or she savvy his or her job since this assumption see work as just natural as quiet or play (Fournies, 2000, pp 51). Furthermore, an individual can work hard if he or she is committed to the exertion of the organization and has an understanding that to be controlled or punished is not the only thing that can make him or her work hard.Job satisfaction can make one to commit himself or herself in the organization and work hard since he allow for be comfortable with his or her work In the current industrial life condition, intellectual potentialities are partially utilized for an average man so if a manager c an be able to fully utilize this potentiality, then an individual can work often harder to achieve or improve performance of the organization (Fisher, 2000, pp. 101).An individual can work hard if in that respect is no conflict in the job he or she is doing and even if on that point are no conflicting issues between him and the other employees in the organization. Being creative and imaginative can make an individual to be confident with the job one is doing and thus put more exertion in his or her work. Hard and mushy human option focal point is two widely employ models in recruiting sassy employees in many organizations. The two models devote different cerebrations in accordance to the managerial control and human nature strategies.According to the motivational theory of McGregor which encompasses two assumptions which are theory X and theory Y, the hard model lays basis on strategic control which is tight and also view employees in the economic model as in theory X, wh ere as the soft human resource instruction, their basis of control is through the commitment as in theory Y (Fournies, 2000, pp. 53). Differences in pickax of employees in these two companies come as a result of the strategies of human resource which are different.The strategies of hard human resource include the organizational design, performance management, talent planning and resourcing and also the organizational reading (Gill, 2001, pp, 61). In integrating the business strategy and human resource, the hard human resource strategies include techniques of management performance such as appraisal, organizational flexibility and also setting targets of work which they control them.On the hand soft human resource management involve themselves in training the employees and are much concerned on how employees perceive promotion opportunities and training. In this management approach the staff and management extradite good trust and communication between themselves. The strategies of soft human resource management include the employee relations, talent and learning development, recognition and reward and also employee engagement. The employee relation in soft human resource management includes the equality, diversity, safety and health.Recruitment of employees in organizations which bring on hard human resource management may be done in most cases as a contract since the organization does not have period to train new employees. Furthermore, the organization aim is to maximize on the potentiality of the employee and may dispose him or her if they find him unproductive so there is no need of recruiting new employees to be permanent unless he proves to be competent (Gold, & Bratton, 2001, 67).The soft human resource management on the other hand can recruit new employees with purpose of adjudgeing them and train them to be fit in the organization for productivity of the organization. The soft human resource managers, since they are much concerned about the emp loyees, they can recruit even persons who are not well trained and train them so that they can be comfortable in their work.A company which uses soft human management is more likely to recruit employees by retaining the existing employees enclose of a promotion since the employees already in the organization are already trained and the valuable noesis of the organizations operations (Gill, 1999, pp. 68). The company utilise hard human resource management is least likely to retain the existing employees since the employees may not be ordain to stay long in the organization due to the strict rules and threats that exist in such organization.Soft human resource managers may be willing to retain existing employees as an incentive of motivating the other employees to work more harder since promotions are give on the basis of work well done where as the company using hard human resource management does not do appraisal to employees as a result of their good results but they view it a s the necessity of one to meet the set work target for the organization.The company using hard human resource management will recruit employees who are already competent even though it will mean getting employees from their competitors since they have no measure to recruit an employee who will not be productive to the company even if is the first time he has started the job and also they have no time for training new employees (Gill, 1999, pp. 66) They are also more likely to have around-the-clock replacement or recruitment of new employees since the existing employees can not stay long in an organization that does not motivate or recognize their efforts.The organizations, which use soft human resource management are more likely to retain employees and thus they do not need to continue recruiting new employees since the existing employees feel satisfied in their job as they are continuously motivated and there is chance of advancing in the same company and thus there is no need of divergence the organization for another one.Still, companies that use hard human resource management does not put in use the strategy of recruiting long term employees since they only need employees who can work in that organization so long as he or she is performing up to the time when he will be un productive (Gill, 1999, pp. 66).On the other hand, the companies who use the soft human resource management have to decide on the importance of recruiting new employees who can stay in the organization for long time since recruiting new employees is an expensive exercise and thus they see need of retaining new employees or recruiting employees with aim of retaining them in the organization.