Human Resource Management Approaches

introductionIn any formation, the military mankind election force is one of the nigh vital assets. In this regard, it is vital for constitutions to realise that they formulate and implement human resource worry policies that entrust optimize employees contributions so as to concur competitiveness in their incompatible industries of operation (Armstrong, 2008 Marchington & Wilkinson, 2005). There be incompatible bettermentes that different organizations use to checker that their employees argon at their optimal productivity. nearly of these costes include enlisting of highly qualified staff members, providing occasional reflect for employees to improve their competence at belong, fair remuneration, and employee motivation (Ulrich et al., 2008). Scholars in the battleground of human resource charge have indicated several models that can be use in managing community. Some of these be scientific management and human dealings theory (Taylor, 2013 Thompson, 2011) . The scientific management nuzzle emphasises on managing employees to step-up force by using monetary motivation (Taylor, 2013). The human relations approach is based on the notion that using fiscal rewards is not the only r step upe in which employees can be god. They can likewise be motivated make other social factors like existence praised, promoted or making developing in them a sense of be (Thompson, 2011). This paper intends to examine human relations and scientific management concepts by comparing and contrasting human resource management approaches at TGI Fridays and Christians against Poverty, one of the sunlight propagation 100 best not for attain organizations. The paper as well as discusses whether both approaches to management be relevant in the 21st century, and whether not for profit organizations should manage their employees in a way that is different from companies whose master(prenominal) objectives argon profit maximization. vigilance at TGI FridaysTGI Fridays is a restaurant chain with its UK head offices in Luton (TGI Fridays, 2014). sacrifice on an employee survey carried turn out by the Sunday multiplication, the corporation bedded third among the 25 best big companies. The survey sought to bring the employees perceptions of the way they were being managed. The high society in any case ranked third on the overall 100 best companies to mildew for in the United ground (The Sunday Times a, 2013). The good ranks that the company holds among the best companies to roleplay for reflects the military posture of the companys human resource management approaches. Management of passel at TGI Fridays dis brings both the human relations and scientific management approaches. With reference to the human relations approach, performance is enhanced by the origin of an effective counterfeiting surroundings and in quietening a sense of belong in their employees (Thompson, 2011). The scientific management approach is i n any case used by offering monetary bonuses and retaining productive employees and dismissing the unproductive employees (Taylor, 2013). Examples of these approaches at TGI Fridays is get along discussed below compassionate dealing ApproachRecognitionEmployee designation is defined as giving employees a constructive feedback to let them know that they argon valued by their colleagues and workmates in the organization. Wright et al. (2012) struggle that for employee identification to have an impact in the progress of an organization, it brings to raise employees to increase their efforts towards attaining organizational goals. According to Karen Forester, the TGI Fridays managing conductor in the UK employee recognition has been part of the companys culture since it started in 1965 (TGI Fridays, 2014). One way in which the company recognizes its employees is through and through the use of achievement badges, which are devoted to employees as a form of appreciation for t heir achievements or extraordinary contributions they ready towards the company. The company also has a program where employees are nominated by colleagues based on their performance, and are later gifted through different treats. For instance, in January 2013, TGI Fridays UK flew 400 employees to a party that was held in Florida (The Sunday Times a, 2013). Whereas such employee recognition efforts may be costly and could twist down on the companys profitability, the organization believes that it is a big deposit in the emotional bank account.Creation of a causative working EnvironmentThe organizational environment also has a role to play in the productivity of employees. There are several approaches that have been suggested by queryers on the approaches that can be used to create an organizational environment that enhances employee productivity (Armstrong, 2008). One of these is creation of an open and transparent form of talk across the organization. By so doing, all employe es will have a feeling that their opinions are valuable to the organization. This also instils a sense of be in the employees (Aula & Siira, 2010). Another approach that can be used in creation of an effective work environment for employees is ensuring that in that location is a work-life sense of equilibrium for employees (Bratton & Gold, 2012 Miner, 2005). To attain work-life balance, employees ought to be given the chance to fulfil other goals and responsibleness in life apart from their work. These include responsibilities to their families and the community, spiritual needs and own(prenominal) growth, among others (Clutterbuck, 2003). Other approaches include encouraging a team spirit in the organization, provision of a job security assurance and offering postulateing to improve employee competence (Orlitzky & Frenkel, 2005).As opposed to typical fast-paced nutriment restaurants, TGI Fridays employees have the assurance that their jobs are secure. With reference to a look for carried out by the Sunday Times, 86% of the companys employees felt up that they had secure jobs. With regard to instilling a sense of belonging in its customers, the company has a tradition for treating each of its 4000 staff members in the UK as family (The Sunday Times a, 2013). According to Karen foster, the companys UK managing director, We never recollect them staff or employees, we call them family and we treat them like family (Martin, 2013). This also creates a sense of teamwork, which is also a factor that improves employee productivity.Scientific Management ApproachEvaluation of employee performanceThe scientific approach to human resource management emphasizes on increasing efficiency in employee productivity. One of the ways in which this can be done in an organization is through the evaluation of the performance of employees in periodic intervals (Taylor, 2013). Employees that are not competent enough ought to be trained or given a certain time to improve. I f they fail to improve in performance, they are dismissed and replaced by more(prenominal) competent recruits (Bloisi, 2007). This also takes place at TGI Fridays. There was a period in time when the company needed to redefine its culture and redefine itself. To do this, some brutal approaches were undertaken to ensure that only the right staff members were left in the company. This involved carrying out an assessment of each member of the company and classifying them according to their contributions. As argued by the companys UK managing director, Everyone in the organisation was assessed and classified as players, hopeful players (who needed more training), potential players (who could go either way) and assassins (who had the ability to overthrow the transformation project) (Martin, 2013). The group of employees that was referred to as the assassins was dismissed from the company, a step that resulted in the gain of the companys performance. This is an ideal approach of incr easing the efficiency of the company, which is preferably synonymous to the scientific management approach.Monetary MotivationTo motivate employees, TGI Fridays also uses the monetary approach. Employees at the company receive annual pay reviews. In 2013, members of the companys kitchen staff were offered a 9.5% pay rise as a gesture to appreciate their contributions to the company (The Sunday Times a, 2013). flush though the monetary incentives are used to motivate the company employees, they are used alongside other forms of incentives. The reason for this is that when monetary incentives are used exclusively by a company, it may limit the creativity and existence of employees (Adeogun, 2009).Management at Christians against Poverty (CAP)Christians against Poverty (CAP) is a not-for profit organization operating the United Kingdom. It specialized in debt counselling, a charity work that that is based in different local churches across the UK (Christians Against Poverty, 2013). It offers solutions and hope for mess who are in heavy debts by providing advice to the affected people on the ways in which they can generate income to enable settle the debts and exempt themselves from the associated stresses that could be even detrimental to their health. Apart from helping the companys target populations to get out of poverty, CAP has also received recognition by the Sunday Times as being among the best not for profit companies to work for (The Sunday Times b, 2013). In a study that was carried out by Sunday Times on opinions of the companys employees about how they felt about their leadership and whether they enjoy working at CAP, there was a 95% positive answer that indicated that employees loved to work for the company. 97% of the employees indicated their pride in being employed by the company, piece 99% of the employees believed that the company directs a positive contribution in decree (The Sunday Times b, 2013). Just as was the result at TGI Fridays , this response from the company employees indicates that the approaches used in the human resource management of the company is appropriate. The main difference that exists between TGI Fridays and CAP is that whereas TGI Fridays incorporates monetary incentives in employee motivation, there is no evidence that indicates that CAP uses the same.The Human Relations ApproachCommunication at CAPIn any organization, effective parley is one of the factors that contribute towards an improvement in employee performance. Communication often depends on the structure of the organization. Hierarchical organizational structures are characterized by vertical conference channels, where employees pass information to managers through their immediate bosses (Adeogun, 2009). On the other hand, adhocratic organizations are characterized by horizontal communication channels, where employees are free to address natural covering managers in case they need to pass across a certain message (Ulrich et al. , 2008). The structure at CAP is adhocratic, based on the fact that senior managers and employees interact to portion out information that id positive for the organizations progress. Not only does this centralise the channels through which information it passed, but also motivates employees by providing them with a sense of belonging (Armstrong, 2008). They are also motivated to contribute more towards the organization because they know that their opinions and ideas matter. Effective communication at CAP was demonstrate in 2012 where there was a restructure of client service teams in the organization. When staff members that had been adversely affected by the reshuffle voiced their concerns, the passkey restructuring plans were changed (The Sunday Times b, 2013). In another demonstration of effective communication at CAP, there was a Dragons Den-style event, where teams were established to propose improvements on the companys operations. All the proposals were presented, and a v ote was groom to select those that had to be implemented immediately. Afterwards, the managers pledged that they will ensure that the suggested proposals will be implemented (The Sunday Times b, 2013). This clearly indicates that the company involves its employees in decision making.Catering for Employees WellbeingEnsuring that the well being of employees is catered for is another approach that CAP uses to motivate its human resource force (Meyer & Allen, 2007). According to the research that was carried out by the Sunday Times, the company has an 88% score on how effectively it addresses the public assistance of its employees. One of the ways in which the company addresses the wellbeing of its employees is through displace aside a full day every year, referred to as the wellbeing day. On this day, employees are informed on how to maintain a tidy lifestyle, encouraged to use the staff gym. Several group exercises are also carried out (Christians Against Poverty, 2013). Another approach that is used to address the wellbeing of employees is through organizing motivational talks to empower them. Matt Barlow, the chief executive director of CAP, gives regular motivational speeches to the companys staff members, which mainly civilize at inspiring them to attain their potential in life charm at the same time ensuring that they adhere to their moral normals (The Sunday Times b, 2013). This has increased the faith that employees have in him and the company. When employees are aware that the company is concerned about their well being, there is an increased likelihood for them to be more committed to the organization (Orlitzky & Frenkel, 2005).IncentivesAs opposed to TGI Fridays where employees are provided with monetary incentives in form of bonuses and salary increments, the incentives that employees at CAP get are usually in form of free drinks and fruits, a cycle to work program and being provided with free sports facilities (The Sunday Times b, 2013). Ther e is also a program where employees are nominated by managers for awards, depending on their performance. When employees make contributions that are beyond what is expected of them, they are recognized and awarded. Far from financial rewards that are given in most companies, the rewards that are given at CAP include meals, cinema tickets or chocolates. The annual salary of a caseworker in the company is at ?21,164, of which employees believe is a valid pay for their efforts (Christians Against Poverty, 2013). Being a not for profit organization, this explains the fact that there are no incentives in form of financial reward.Relevance of the Human Relations and Scientific management in the 21st CenturyTo establish how relevant these approaches of human resource management are in the contemporary organizational environment, it is vital to have an understanding of the rationales that govern them. The scientific management approach has four core principles (Taylor, 2013). The first is referred to as the replace die hard of thumb work approaches. These approaches have to be arrived at by carrying out a scientific study. The second principle is that every employee in the organization ought to be scientifically selected, trained and developed, as opposed to letting them train themselves with work experience. The third principle is that managers ought to cooperate with employees so as to ensure that they are strictly adhering to the operational methods that have been scientifically developed. The fourth principle is that work ought to be equally divided between workers and managers to allow managers to mount the principles of scientific management to plan duties for workers (Taylor, 2013). Critics of this approach of management argue that it increases work monotony and reduces avenues through which employees could provide feedback to their managers (Ulrich et al., 2008). However, there is still relevancy of this approach in current human resource management. One of the principles that are still applicable is that employees ought to be scientifically selected, trained and developed by organizations (Taylor, 2013). still present-day organizations have certain criteria that they use in selection and recruitment of their employees, and also emphasize on training them so as to make them more capable in executing their responsibilities (Bratton & Gold, 2012).The human relations approach to management is based on three underlying principles (Thompson, 2011). The first principle is decentralization, where hierarchy that is often employed in classical management is replaced with providing employees with great autonomy. The second is participatory decision making, where employees ought to be involved in the decision-making answer of the organization. The third principle is that managers need to develop employees that are self-motivated (Thompson, 2011). This management approach is supportive of an organizational structure that is adhocratic (horiz ontal), and against the hierarchical organizational structure. Given that present-day organizations are becoming less hierarchical and more horizontal, it can be thus stated that the human relations approach to management is sort of relevant in the 21st century (Ulrich et al., 2008).In regard to whether not-for-profit organizations and organizations that commit to maximize their profits need to apply different management approaches, this is quite debatable. Whilst the objectives of these organizations might differ, it is vital for both to ensure that their employees are motivated and efficient. The main aspect that may differentiate not for profit organizations with the profitable ones is that small-arm employees in not for profit organizations may not prioritize monetary incentives, those in profitable companies expect such incentives to be incorporated in their motivation strategies.ConclusionAs aforementioned in this study, human resources are the most important assets owned b y any organization. Therefore, human resource managers ought to use people management strategies that motivate employees to increase their contribution towards attaining organizational goals. Two main approaches to people management have been addressed here. These are the scientific management approach and the human relations approach. Explanation of these approaches has been done by comparing management approaches in two organizations ranked among the top 100 companies to work for in the UK. One of the companies, TGI Fridays, is a profit oriented company, while other, CAP is a not for profit organization. Similarities and differences that exist in the human resource management approaches of these companies have been highlighted in this report. In establishing the relevance of scientific management and the human relations approach of management, future research should carry out a more in-depth analysis of the advantages and disadvantages of both in the present-day organizational env ironment.ReferencesAdeogun, J., 2009. Monetary Motivation, Performance and Job Satisfaction. New York ILEAD Academy.Armstrong, M., 2008. strategical Human Resource Management A Guide to Action. capital of the United Kingdom Kogan Page.Aula, P. & Siira, K., 2010. organisational Communication and Conflict Management Systems A Social Complexity Approach. Nordicom Review, 31, pp.125-41.Bloisi, W., 2007. An access to Human Resource Management. 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