The paper "Concerns Over Private Care Firms by Mark Daly" is a perfect example of a case study on human resources. The human resource management practice is concerned with all aspects of employment and management of people in an organization (Pavlov and Bourne, 2011; Weightman, 2008). HRM is defined as a strategic, integrated, and coherent approach to employment, development and well being of employees of a firm (Pate and Scullion, 2010). HRM ensures that a firm gains a competitive advantage via its human resources. It refers to practices, policies, and systems that influence the behavior, attitudes, and performance of employees (Soderquist, Papalexandris, Ioannou, and Prastacos, 2010).
It aims to increase the effectiveness and capability of a firm to attain its goals by making the best use of the available resources. HRM systems act as the source of the capabilities of a firm that enable it to learn and capitalize on new opportunities (Kreitner, 2006). HRM also plays an ethical role by being concerned with the rights and needs of people in organizations via the exercise of social responsibility. HRM is divided into hard and soft versions.
The hard version emphasizes that people are vital resources via which firms attain a competitive advantage. It requires that these resources be acquired, developed, and deployed in ways that can benefit the firm (Armstrong, Brown, and Reilly, 2011). It lays focus on the quantitative, calculating, and business strategic aspects of managing people in a rational way similar to other economic factors. The soft version is devoted to human interests and it views people as responsible and progressive beings. Pavlov and Bourne (2011) state that it must treat employees as valued assets, a source of competitive advantage through their commitment, adaptability, and high quality.
Thus employees are seen as means instead of objects. The soft approach to HRM emphasizes the need of gaining the commitment of employees via involvement, leadership, communication, and other ways of developing a high commitment and high trust firm (Reiss, 2004). The two firms in the case study seem to employ a hard version of HRM. The two firms seem to visualize employees as to organization expenses which ought to be as minimum as possible to increase profitability.
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