Individual Human Resource Management Assignment-131879



 Individual Human Resource Management Assignment


Compare and contrast the various HRM styles and philosophies to explain how HRM can
contribute to the successful strategic management of a firm. Use evidence from academic
literature to support your discussion.

Assessmnt Desc

Assessmnt Marking Rubric

Human Resource Management

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The necessity of every organization for accomplishing their particular operational functionalities needs some working personals. Therefore, the organization desires to hire them relying on their creativity and professional knowledge. This expert knowledge builds on the work procedure concerning the cash flow, commerce transaction, and communication with their internal and external stakeholders (Klikauer 2014). Therefore, every organization needs an effective style of HR management that enables the institute to attract a huge crowd and appoint them to the position according to their abilities. The efficiency of the Human Resource Management also relies on how the employees are treated in the working environment (Dundonand Wilkinson 2014). Good behavior towards the employees motivates to perform well in their work, which later results in the betterment of their organization.

This essay mainly focuses on the style and philosophy of the HR department exampling with the practical implementation of those strategies and their impacts. In this assignment, the techniques and philosophy concerning Human Resource Management are explained. These philosophies are essential for the success of the organization. HR Philosophies mainly relies on the leadership ability of the authorities towards their working personals. Some of the philosophies comprise of customer-centric planning, quality of the services provided by the concerned institute, factors depending on the esteem, equality and trust concerning stakeholders and the strategic plans adopted by the organization for their furtherance and advancement (Abeleand Suess 2015).


There are mainly two methods to implement HR approach in the commercial trade. These two essential HR management styles categorize as Hard HR and Soft HR. These qualities depict the behavioral aspects of the managing authorities. The key features regarding the concerned styles are as follow:

Defining the Hard HRM style, the researcher can say in this particular style, the management authorities consider their working employees only as a resource who works for the improvement of the institutional productivity (Saha 2013). They mainly emphasize on the planning strategies that is the working procedures for accessing their required supplements and the measures for attaining those supplements and the cost management regarding the practice. The primary responsibility of the HR is to focus mainly on the workforces, who can accomplish the desired task without any fail. Hard HR is often considered as cost-effective as they hire great people by paying them the minimum and their appraisal approach is entirely based on their high authorities (Pawar 2014).

Exampling the scenario for McDonalds, the senior officials hire individuals at an enormous quantity, who can attack more people at their confectioneries. However, their task failure costs them their job. The managers in McDonalds do not think twice to fire people on their poor performances.

Furthermore, by considering Soft HRM style, the researcher conveys that these management authorities treat their employees as a very crucial part of their company and hence value them the most (Vermeerenet al. 2014). It will not only help them to gain the faith of the employees but also motivate them to focus on their work and serve with their services at their will for the betterment of the Institute. The HR emphasizes on the need of their workforce and concentrates on their roles that enable them to survive for the long-term employee planning. Philosophy regarding Human Resource management mainly relies on leadership quality to accomplish that aim; Soft HR is vital. The vitality can be derived from the consistent two-way communication with their employees, and it is imperative for a leader that their workforce is feeling comfortable with sharing their views with them (Jenkinsand Delbridge 2013). It enables the managing personnel to take appropriate steps for further improvements.

For example, organizations like Google and Facebook, adopt the Soft HRM concept for getting their work done out of their employees. They emphasize more on the employee’s interest; even they provide them a friendly environment for the office. This helps to boost them up for remaining attached with the organization for longer interval of time probably up to their retirement.

While taking about the philosophy concerning Human Resource Management, it relies on various aspects:

Considering the aspect for Customer-centric Planning, the primary objective of an organization is to satisfy their customers by fulfilling their requirements as the main motive behind the establishment of the organization is to them (Sparrow 2013). Exampling the aspect of the Facebook group, they started their business to provide a social networking forum, where the person can communicate with their friends and family. The Facebook team always works for implementing the new innovative idea to attract customers so that they can achieve more patrons following, which further enhances their business.

Value for money can be another aspect for attracting customers headed for an organization that provides a broad range of products and services in every price range- high to low (Monkset al. 2013).  Focusing on the departmental store business, their primary focus is to provide every variety of items used for almost every field of a minimum price. It will offer the stores to attract end-users opting for their required consumption according to their wages.

The vitality of an effective HRM philosophy also depicts in respect, equality and trustworthiness regarding their stakeholders. This philosophy plays a vital role as it allows an organization to survive long in the market where there are other organizations as well competing in the same field (Schraederet al. 2015). Considering the example of the famous Walt Disney production, they approach their customers by providing entertainment. According to them, any working strategy that makes their customer follow them again and again and also bring their acquaintances to experience the same can be taken as a success approach for their organization’s turnover. That is the reason to attain 9% profit in the previous year, which is 13.9 billion USD in the first fiscal quarter. Another aspect to focus on is the customer care services to resolve their customer’s query. Building a respectful communication not only satisfies them at the time of requirement but it also enables them to attain their loyalty towards their consumption.

Lastly, the researcher wants to focus on the Strategic plans for the enhancement of the organization’s performance for their furtherance in an ordered way. It comprises of some characteristic like recruitment of able staff, the joint working of the line managers in this recruitment procedure and contribution of the objective that could enhance their annual revenues (Kennedy 2015).  Employing able workers and provides them proper training not only will improve their performance but also make them more focusses concerning the organization’s vision and mission. Developing attractive workplace policies is another aspect for the company’s success. Human Resource Management with their other supervisors together should offer them safety, security, voluntary programs and proper holiday time strategic plans (van de Voordeand Boxall 2014). In this way, an organization can attract more and more candidates to work for them to achieve a common goal towards their overall success.


As an effective manger, one should know about how to use right management style for effective operation of the organization. Strategic management gives a broader perspective to the employees of the organization. They can better understand the way of fitting their job according to the goal of the organization. Strategic management is the art of a manager to manage the employees of the organization. It is all about maximizing the ability of the employees for maximizing the output of the organization. With the effective human resource management style, employees can become more trustworthy, more satisfied and more committed towards each task assigned to them (Pawar 2014). The employees can better understand the organizational culture through proper HRM style and philosophy. Thus, they can change themselves according to the needs of the organization. Some HRM styles are more people oriented and some are more tasks oriented. The HRM styles to be chosen by the manager depend on the skills of the people, resources of the organization and organizational goal. The manager has to choose a specific HRM style for completing a specific task. Managing the organization, without a proper managing style may lead to some situation that can slow down the operation of the organization.

Participative HRM style is an open form of management style, where the employees can participate in the decision making process of the organization. This style is applied by the manager, who understands the intellect of the human resource and understand the needs of strong relationship with the employees. Strategic management is related to finding the opportunities for maximizing the profitability of the organization. The participative managers of the organization know that employees are the only persons who will directly deal with the end customer (Dundon and Wilkinson 2014). Therefore, they will better understand the needs of the customers from the organization. In order to beat the market and remain competitive in the market, the suggestions of those employees are very important. Therefore, participative HRM style would be very beneficial for the strategic management of the organization.

Some situation arises in the organization, where employees need direction from the management. Perhaps these situations arise when the task needs to be completed within a certain deadline and aligned with certain standard. In this situation, directing style is much more effective than participative style (Langford et al. 2014). These types of tasks need numerous employees and top down approach in the management style.  The employees can be de-motivated if they do not understand the exact requirement of the task. In this situation, the employees need directing style of human resource management. Strategic management is related to predicting the uncertainties and resolving those uncertainties in the operation of the organization (Truss, Mankin and Kelliher 2012). Directing style of HRM will help the employee in this situation. The employees will be provided with detail description of the task and specific procedure to complete the task. Thus, the employee will be free from fear in completing the complex task and increase their productivity towards the organizational goal.

Strategic management is not only related to completing the task of the organization within a certain period, but also it is focused with producing high quality output. Teamwork style of HRM helps the employees of the organization to be motivated towards the goals of the organization. In this style, the work pressure of the employee is shared among the team members. Thus, the employees can work in a flexible work environment and thus their quality of work is increased (Dipboye and Colella 2013). In teamwork style of HRM, employees can share their ideas and creativity with each other. Thus, the organization can produce innovative and high quality products for the customers. This style is much more beneficial than participating and directing style, in case of making innovative product for the organization.

The human resource management should be discharged in such a way that it does not violate the legal matter. Strategic management is focused with providing equal benefits to all the employees of the organization. This philosophy of HRM depicts that all the employees of the organization should get equal benefit and opportunity. Regulation friendly HRM philosophy minimizes the scope of conflicts among the employees of the organization. The continuous process philosophy depicts that HRM is a continuous process of improving the goal of the organization. Strategic management is focused with continuous development of the organization process through the developing the skills of the employees in the organization. Continuous process philosophy of the HRM is focused with never-ending development of the employee through performance appraisal and training session (Phillips, Stone and Phillips 2012).  The service function philosophy is far more beneficial among all other philosophy of HRM. This philosophy depicts that HRM does not operate as profit centre, but it serve for all other department of the organization. The HRM department increases the productivity of all other department through providing skilled and talented employees.


While concluding the study, it can be said that Human resources are very important for accomplishing the task of the organization. Various types of human resource styles and philosophies are needed to be followed by the mangers in different situation of the organization. Soft HRM is people oriented, where employee gets priority over task. On the other hand, hard HRM is related to task oriented, where the tasks of the organization get priority over the employee. Strategic management is all about identifying and describing the strategies of the organization for achieving competitive advantage and better performance for the organization. In participative HRM style, the management allows employees to participate in the decision-making process for making innovative ideas, whereas, in complex situation the organization follows directing style of HRM. In directing style, manager provides direction to the employees for completing a complex job. Various HRM philosophies also help in strategic management of the organization. These philosophies are regulation friendly philosophy, service function philosophy and continuous process.


Reference List

Abele, M. and Suess, J., 2015, January.Studying the HRM System: The Impact of Employment Models on HRM Policies and Practices.In Academy of Management Proceedings (Vol. 2015, No. 1, p. 17835).Academy of Management.

Dipboye, R.L. and Colella, A. eds., 2013. Discrimination at work: The psychological and organizational bases. Psychology Press.

Dundon, T. and Wilkinson, A.J., 2014.Case Studies in Global Management: Strategy, Innovation and People Management. Tilde Publishing and Distribution.

Jenkins, S. and Delbridge, R., 2013. Context matters: examining ‘soft’and ‘hard’approaches to employee engagement in two workplaces. The International Journal of Human Resource Management, 24(14), pp.2670-2691.

Kennedy, L., 2015. Improving Organizational Performance Through High Performance Work Practices. PsihologiaResurselorUmane, 5(2), pp.99-101.

Klikauer, T., 2014. Introduction: Human Resource Management and Seven Moral Philosophies. In Seven Moralities of Human Resource Management (pp. 23-43). Palgrave Macmillan UK.

Langford, D., Hancock, M.R., Fellows, R.F. and Gale, A.W., 2014. Human resources management in construction. Routledge.

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Pawar, D., 2014. Styles of Leadership.International Journal of Research in all Subjects in Multi Languages, 2(7), pp.12-14.

Phillips, J.J., Stone, R. and Phillips, P., 2012. The human resources scorecard. Routledge.

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Schraeder, M., Self, D.R., Jordan, M.H. and Portis, R., 2015.The Functions of Management as Mechanisms for Fostering Interpersonal Trust.Advances in Business Research, 5(1), pp.50-62.

Sparrow, P., 2013.5 Strategic HRM and employee engagement.Employee engagement in theory and practice, p.99.

Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford University Press.

van de Voorde, K. and Boxall, P., 2014. Individual well-being and performance at work in the wider context of strategic HRM.Well-being and Performance at Work: The Role of Context, p.95.

Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference? Linking HRM, job satisfaction, and organizational performance.Review of Public Personnel Administration, 34(2), pp.174-195.