Hr Resourcing

3011 Words Apr 15th, 2011 13 Pages
HR RESOURCING: ULMS786 Coursework Assignment | Critically explore the view that HR Resourcing represents a collection of practices for the control of individual employees in organizations | Xiaowei Yang | Student No. 200751865 |

Contents

 Introduction
 Part 1: Definition of HR resourcing and
HRM
 Part 2: HR practices
 Part 3: Hard and Soft HRM
 Part 4: The gap between rhetoric and reality
 Part 5: Control or Commitment
 Part 6: Philosophy
 Conclusion
 References

Introduction

In the world of knowledge economy, human resource has become the key element of resource in enterprise development, where human resourcing management is receiving more and more attention. There is a viewpoint about HR resourcing, which is that
…show more content…
It is usually based on outcome and performance of employees. If a worker’s outcome is higher than expected, a salary raise is available, and vice versa. Employees work hard under the stimulus of pay and reward system (Jackson, Schuler & Werner, 2009, p.403).

Best Practice and Best Fit

There are two approaches which link to HRM activities. The two approaches are ‘best-practice’ approach and ‘best-fit’ approach (Pilbeam & Corbridge, 2006, p.44). Each of which is inspected below.

Best practice approach makes enterprises adopt HR policies. And it is more possible that HR practices can create a high commitment workplace. It will improve organization performance (Nickson, 2007, p.11). According to Pfeffer (1998), people should be the key and given top priority, and not the profits. The ‘best-practice’ approach is very similar with the ‘soft’ HRM model. There are seven factors of successful organizations, which include: 1. Employment Security—this is the basic or fundamental for high-performance management practices, such as training, information sharing and selective hiring. Companies are afraid to training new people. The reason is that it costs a lot of manpower, financial power and material resources. However some people are not expected to stay long. Then, the company will not keep investing heavily. 2. High Compensation Contingent on Performance—Compensation can be done depends on the organizational performance. For instance,