Hr Resourcing

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 HR Resourcing represents a collection of practices for the control of individual employees in organizations. This article will analyze this idea using hard and soft models of human resource management (HRM) and the gap between rhetoric and reality. Firstly, a definition of HRM is necessary before the deep study. Secondly, it will explain what the HR practices are and the main HR practices. The introductions of best practice and best fit are also exhibited in this part. Then, it examines the hard and soft HRM and a gap between rhetoric and reality. It can be indicated that rhetoric reflects soft HRM, whilst reality links to hard HRM. After that, this article moves attention to control and commitment. Finally, the conclusion will be made based on evidences before.

Definition of HR Resourcing and HRM

The HR resourcing has been expanded to a greater extent than at any time. It is a significant area for organization. A leaning of HR resourcing is necessary before analyze and understand the problem in a deep-going way. HR resourcing means ‘the recruiting, selecting and retention and removal of employees’ (Pilbeam, 2006). HR resourcing is fairly close to the people resourcing.

Turning to HRM, it is definite as ‘the science and the

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