Thursday, September 26, 2019

Personel management Research Proposal Example | Topics and Well Written Essays - 2750 words

Personel management - Research Proposal Example The preference of this model over the other contrasting school of thought, which is the hard or Michigan model is based on the flow of the conversation, and the more appropriate model from which the analysis can be made with an in-depth discussion. The part in where analysis of practices is reiterated provides various points to commend and points to evaluate in relation to Acme Engineering's Human Resource Management practices. The soft model from where the company patterns some of its policies provides the human part of the HRM practices-in line with its attention to 'the individual.' However, there are points that are raised by the hard model of HRM that are worthy to be considered as well. This can give a more critical analysis to Acme Engineering's HRM practices. In order to critically analyze the practices, let us look at some points to commend with the company's adoption of the Harvard model in its HRM function. While the counter-arguments are points to evaluate the practices, only a few of these are drawn from the hard model of HRM in order to critically analyze the practices and effect on the organization as a whole. Attention to individual.... he benefit of making employees' concerns heard by the company, the company makes the 'individual' the core foundation of the HRM principle the company adopts. This is what Acme Engineering notes as 'getting the benefit of a union' on the employees' viewpoint by giving them voices to air out their concerns and grievances to management, without having a real union and the disadvantages of it. In an interview with Martin Lawrence, an ACME Engineering employee, this is how he has coined it, "So the first principle was people were not that part of business that was going to be taken for granted or given little consideration. People really were critical to the business, so we had to pay a lot of attention to people. "The second principle was that we decided to work without a trade union. We were going to obviously operate in a team environment with groups of people working together. For that to be effective we wanted to maintain the visibility of individual. And that if anything that has permeated all our policies and steps we have taken to get people's side of the business right - giving the individual the visibility and voice within the company has been the strongest the thread." It is a point to commend, of the HR function also serving as the conscience to the organization, giving guidelines as well as a place where grievances of employees can be brought to and resolved. The company encourages individuals to express their concerns to the company-to be outspoken, to be able to speak their minds without being punished for their thoughts and liberty in thinking. This attention to individual is further reinforced by the company's culture as reflected in the values of management and the type of new hires the recruitment sees fit to contribute to this type of

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